People Business Partner

About This Position We're looking for a People Business Partner in Boston to join our People team and help shape how teams scale, evolve, and perform through rapid growth and transformation. Reporting to the VP, People you will be an embedded advisor to leaders across your portfolio, translating business strategy into people plans and coaching managers to build high-performing teams. You will collaborate cross-functionally with Department Leaders, Finance, Talent Acquisition and Legal while leveraging people data and AI-powered tools to deliver programs that are efficient, equitable, and measurable. Our People team operates in an AI-forward model: we use automation and generative AI to handle preparation, synthesis, and operational work so that our HRBPs can spend their time on the judgment-intensive, relationship-driven work that actually moves teams forward. If you are energized by building smarter people programs and want to work at the intersection of human-centered HR and modern tooling, this role is for you. Please note we will only be considering applications from candidates located within our Boston, MA hub. This is a hybrid position with 3 days in office. What You'll Be Doing Business Partnership Serve as a trusted advisor to leaders in your portfolio, providing thought partnership on team dynamics, leadership effectiveness, and organizational health. Translate business strategy into people implications, partnering with leaders to design plans that support scale, clarity, and performance. Partner with Finance and Talent Acquisition to drive clarity, accountability, and accuracy in headcount planning. Identify friction points within supported organizations and implement actionable, measurable improvements. Manager Coaching and Team Development Coach managers at varying levels, building capability in feedback, communication, decision-making, and team leadership. Support end-to-end onboarding by driving process improvements, partnering with people leaders to accelerate new hire integration, and ensuring a consistent, values-aligned experience. Champion a vibrant, inclusive in-office culture by contributing to office experience and supporting monthly team events. Change Enablement Build and execute clear, inclusive change management plans that support communication, risk mitigation, and leader alignment. Collaborate across time zones to support hybrid and remote teams, ensuring equitable People support and strong cross-border team dynamics. Be a visible and trusted partner in the Boston office. Programs and Operations Drive adoption and quality execution of core People programs including performance cycles, career development, compensation planning, internal mobility, talent reviews, and engagement initiatives. Collaborate with People team members and Legal to ensure equitable, compliant processes that support scalable growth. Deliver insights and recommendations using data from BambooHR, Culture Amp, and other people systems. AI and Automation Operate in an AI-augmented HRBP model: use automated briefing workflows, engagement data synthesis, and AI-generated cycle prep to arrive at every leader conversation ready to advise, not just report. Build and iterate on AI-assisted workflows that reduce manual preparation time across performance, compensation, and engagement cycles. Use generative AI tools to draft, synthesize, and improve People program materials including communications, role profiles, and manager guides, with your judgment applied to every output before it goes anywhere. Contribute to the People team's AI fluency by sharing what works, flagging what doesn't, and helping establish scalable practices the whole team can adopt. What Success Looks Like Within 30 days, you have mapped your portfolio, built trust with key leader relationships, and can articulate the top people priorities in each business unit. Within 90 days, you are running your first performance or engagement cycle touchpoint with confidence, and leaders are coming to you proactively with people questions. Within 90 days, you have identified and closed at least one meaningful friction point in a core People program, with a measurable improvement in leader or employee experience, and you have at least one AI-assisted workflow running that you built or improved. At 6 months, managers in your portfolio are demonstrably stronger at giving feedback, running calibrations, and navigating people decisions with less escalation. You are recognized by your peers and business stakeholders as a credible, low-ego partner who brings both empathy and rigor to every people situation. What You Bring 3-5 years of progressive experience in People or HR roles, including at least 2 years partnering directly with business leaders in a high-growth or evolving environment. Proven ability to coach managers and support teams through organizational change with clarity and empathy. Strong business acumen and comfort using data to inform decisions and surface actionable insights. Solid execution of core HR programs including performance cycles, engagement surveys, and compensation planning. Hands-on experience using generative AI tools (ChatGPT, Claude, Gemini, or similar) in day-to-day HR work, not just experimentation, but actual workflow integration. Comfort working in an automated, systems-forward environment where you are expected to build and improve workflows, not just consume them. Working knowledge of US and Canadian employment law and HR practices, with the ability to apply guidance across states, provinces, and situations. High comfort with tools including BambooHR, Culture Amp, Greenhouse, Notion, and Google Suite. Exceptional communication and relationship-building skills across all levels of leadership. Formal HR education or designation (SHRM-CP or equivalent) is a plus, though equivalent experience is equally valued. Experience supporting distributed teams across time zones is a bonus. How You Work Driven by Impact: You deliver results that matter, prioritizing high-value work, meeting deadlines, and adapting quickly while keeping outcomes clear. Strategic & Customer-Centric: You anticipate risks and opportunities, connect decisions to long-term growth, and build trust through proactive insights. Curious & Growth-Oriented: You seek knowledge, ask sharp questions, and apply learnings fast, challenging the status quo with a mindset of improvement. Collaborative & Resilient: You thrive in change by staying resourceful, solution-focused, and positive, removing roadblocks, sharing insights, and keeping morale high. Accountable & Honest: You own your work, hold yourself and others to a high bar, and use transparent feedback to drive growth. Emotionally Intelligent: You build trust through empathy and collaboration, foster inclusion, and inspire others with grit, optimism, and integrity. Our Approach To Compensation We take a market-based & data-driven approach to compensation. We leverage data from trusted third-party compensation sources to help us understand the market value of a role based on function, level, geographic location, and scope. We evaluate compensation bi‑annually, including performance and market-related factors. Our salaries are benchmarked against market Total Cash Compensation for the geographic location of our job posting. To comply with local legislation and ensure transparency, we share salary ranges on all job postings. Skills, experience and other factors help determine the final salary we offer which may vary from the original range posted. Additionally, all permanent team members are eligible to participate in various benefits plans as part of their overall compensation package. Salary Range $110,000 - $125,000 USD Where We Work We have offices in Boston, MA; Vancouver, BC; and Vancouver, WA. For select positions, we are open to hiring fully remote candidates. We post our positions in the location(s) where we are open to having the successful candidate be located. Diversity, Inclusion, And Accessibility At Later, we are committed to fostering a culture rooted in an inclusion-first mindset at every level of the company, embracing the importance of hiring and building teams for culture add rather than culture fit . We openly build and maintain unbiased hiring, pay, and promotion practices to create a foundation for an equitable workplace, paving the way for systemic change. We are committed to creating a diverse environment and are proud to be an equal opportunity employer . All applications will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, national origin, disability, or age. Please let us know if you require any accommodations or support during the recruitment process. #J-18808-Ljbffr