People Partner

The role

The People Partner supports leaders and People Business Partners by driving disciplined execution across key people processes, strengthening decision-making, and enabling effective team management. They coordinate core people rhythms, prepare and synthesize insights, identify patterns and risks, and provide thoughtful coaching to help leaders navigate employee and organizational matters with consistency and sound judgment. In addition, they drive consistent performance management practices across the organization, ensuring processes are applied uniformly, timelines are met, and leaders are equipped to assess, develop, and manage talent effectively.

Through this work, the role elevates the quality of people and organizational decisions, creates leverage for leaders and PBPs, improves visibility into risks and trends, and ensures managers are supported in making timely, informed, and consistent decisions. This role is focused on high-value contributions through strong coordination, process fluency, insight generation, and partnership.

What you’ll do

• Coach frontline managers and early leaders on core people topics, including team effectiveness, leadership, employee development, and performance management fundamentals, while reinforcing manager accountability for day-to-day leadership of their teams.
• Provide guidance and support on employee situations with sound judgment and discretion, helping assess issues, surface risks, and ensure matters are escalated appropriately to PBPs, ER, or other partners when needed.
• Partner with PBPs to identify patterns in attrition, engagement, performance, and team health, and help translate qualitative and quantitative inputs into actionable insights and recommendations.
• Partner on exit and transition insights by gathering themes, synthesizing data, and helping PBPs and business leaders identify opportunities to improve retention, team health, and organizational effectiveness.
• Promote adoption of technology, self-service, process discipline, and continuous improvement so that leaders and PBPs can spend more time on judgment-intensive work and less time on manual coordination.
• Track actions, follow through on commitments, and help ensure important people decisions move forward with clarity, discipline, and strong execution.
• Contribute to a high-quality employee experience by helping leaders and PBPs address moments that matter across the employee lifecycle 
• Support leaders and PBPs on people and organizational work, including people programs, including calibration, and executing key actions of the organization’s people strategy 

• 2+ years of relevant HR, people, talent, or organizational experience.
• Foundational understanding of talent management, performance management, and employee relations principles, with the ability to apply good judgment in support of leaders and PBPs.
• Strong ability to prioritize work, manage multiple competing demands, and operate effectively in a fast-moving environment.
• Excellent verbal and written communication skills, with the ability to communicate clearly and tailor information to different audiences.
• Strong organizational skills and attention to detail, with a high bar for follow-through and execution quality.
• Strong interpersonal and relationship-building skills, with the ability to build trust and work effectively across leaders, PBPs, and cross-functional partners.
• Ability to identify patterns, connect data to themes, and contribute to recommendations that improve people and business outcomes.
• Experience coaching managers on core people topics, including team effectiveness, employee development, and performance management fundamentals.
• Ability to understand and apply relevant policies, practices, and employment considerations with judgment and care.
• Comfort operating with ambiguity and change, with the flexibility, resilience, and learning agility to adapt quickly.

• Experience in HR within Tech or Financial Services companies.
• Experience supporting exempt and non-exempt employee populations.
• HRIS and Workday experience.
• Experience preparing insights or materials for talent reviews, workforce planning, or organizational health discussions.