HR Business Partner - United States

Major Performance Objectives

• Establish solid Partnerships and Performance Management: Within the first 6 months, establish effective HR partnership with Engineering and Product leadership, resulting in 90% completion and compliance with all performance management activities (reviews, goal setting, calibrations) for assigned organizations.
• Drive Organizational Health and Engagement: By the end of Year 1, successfully execute engagement and cultural initiatives, resulting in a measurable increase (e.g., 5-point improvement) in key favorable sentiment drivers identified in annual engagement surveys within the assigned organizations.
• Resolve Employee Relations and Provide Manager Coaching: Manage and resolve 100% of all employee relations (ER) cases promptly, thoroughly, and consistently. Simultaneously, deliver effective Manager 101 Coaching to all assigned front-line managers within 6 months to enhance their leadership skills and proficiency in handling performance issues.

Critical Subtasks

• Business Partnering: Conduct regular (e.g., bi-weekly) meetings with key Engineering and Product leaders, utilizing tools like Leader’s Intent and Confirmation Briefs to align on strategic people initiatives and confirm understanding of business needs.
• Manage and Investigate Employee Relations: Independently manage and thoroughly investigate all employee relations issues, ensuring objective documentation and resolution that adheres to company policy and legal requirements across all assigned geographies.
• Lead Performance Cycles: Coordinate and drive the full performance management lifecycle (mid-year check-ins, year-end reviews, and compensation planning) for the Engineering and Product groups, ensuring fairness and data-driven outcomes.
• Analyze and Action Exit/Engagement Data: Collect and analyze trends from exit interviews, engagement surveys, and other HR data points, translating insights into actionable recommendations for leadership focused on retention and improved performance.
• Manager Coaching: Partner with front line managers on coaching opportunities to include feedback, goal setting, performance management, delegation for new and first-time managers.
• Act with Urgency on Critical Projects: Agilely manage and prioritize multiple HR projects (e.g., organizational change initiatives, policy updates) concurrently, consistently communicating with impact to ensure stakeholders are informed and aligned.

Required Skills & Qualifications

• Proven ability to manage complex employee relations cases (ER).
• Expert knowledge of performance management methodologies and coaching techniques.
• Familiarity with HR systems (ATS, HRIS) and data analysis for organizational health metrics.

Experience

• Typically a minimum of 4 years work experience required, preferably in a HRBP capacity supporting technical or high-growth organizations.
• Knowledge: The role requires a fully functioning working knowledge of HR principles, including complex areas like employee relations, performance management, and coaching. This is the application of practical knowledge and standard practices within the field.
• Complexity: The HRBP will face varied and complex problems (ER issues, engagement gaps, manager development). While many resolutions can be adapted from previous experience, the role regularly requires innovation to address the unique needs of technical organizations.
• Discretion & Accountability: The HRBP operates with autonomy, supervised based on output. They are accountable for developing the approach to complex people problems and are expected to contribute to process improvements based on their experience.
• Communication: The role involves regular interaction with individuals outside the immediate HR team, including senior technical leaders.