Company
Technology
PeopleBusinessPartnerManager
Neural analysis suggests this role is
optimal for Manager candidates.
“People Business Partner Manager. Skills: People Business Partner, employee relations, HR programs, data analysis, leadership development. Serve as the primary People Business Partner for GTM, Customer Support, and Finance teams. Develop and execute proactive people strategies including org design, workforce planning, and leadership development. Own end-to-end employee relations processes. Design and improve scalable HR frameworks. Drive employee engagement strategies. Partner with leaders to str”
What You'll Achieve.
Develop and execute proactive people strategies aligned with business goals. Drive employee engagement strategies. Strengthen performance and leadership development.
Industry & Context.
data analysis; root cause analysis
Ability to operate comfortably in ambiguity while bringing structure, clarity, and direction. Hands-on approach with the ability to balance strategic advisory work with direct execution.
What They're Looking For.
Must Have
8+ years of experience in HRBP, People Partner, or similar strategic HR roles supporting senior stakeholders. Experience supporting GTM, commercial, or customer-facing organizations in a fast-paced environment. Proven expertise in employee relations, including complex, multi-jurisdiction cases and compliance considerations. Demonstrated ability to design and implement scalable HR programs, frameworks, and processes. Ability to operate comfortably in ambiguity while bringing structure, clarity, and direction. Hands-on approach with the ability to balance strategic advisory work with direct execution.
Nice to Have
International HR exposure.
What You'll Do.
Serve as the primary People Business Partner for GTM, Customer Support, and Finance teams.
Develop and execute proactive people strategies including org design, workforce planning, and leadership development.
Own end-to-end employee relations processes.
Design and improve scalable HR frameworks.
Drive employee engagement strategies.
Partner with leaders to strengthen performance and leadership development.
Build and refine job leveling and role clarity frameworks.
Leverage data and analytics to identify trends and translate insights into actionable recommendations.
How You'll Work.
Team & Collaboration
Build trusted relationships across all levels of the organization. Partner with leaders to strengthen performance and leadership development.
Communication Scope
influencing skills
Full Job Description
## Accountabilities Serve as the primary People Business Partner for GTM, Customer Support, and Finance teams, building trusted relationships across all levels of the organization Develop and execute proactive people strategies aligned with business goals, including org design, workforce planning, and leadership development Own end-to-end employee relations processes, including performance management, investigations, corrective actions, and terminations across multiple jurisdictions Design and improve scalable HR frameworks such as performance management systems, toolkits, and calibration processes Drive employee engagement strategies by collecting feedback through surveys, stay interviews, and ongoing listening channels, translating insights into action Partner with leaders to strengthen performance and leadership development, including manager enablement and coaching initiatives Build and refine job leveling and role clarity frameworks to ensure consistency across hiring, promotions, and compensation decisions Leverage data and analytics to identify trends in engagement, attrition, and performance, and translate insights into actionable recommendations Requirements: 8+ years of experience in HRBP, People Partner, or similar strategic HR roles supporting senior stakeholders Strong experience supporting GTM, commercial, or customer-facing organizations in a fast-paced environment Proven expertise in employee relations, including complex, multi-jurisdiction cases and compliance considerations Demonstrated ability to design and implement scalable HR programs, frameworks, and processes Strong understanding of U.S. employment law; international HR exposure is a plus Ability to operate comfortably in ambiguity while bringing structure, clarity, and direction Strong coaching, facilitation, and influencing skills across all organizational levels Data-driven mindset with the ability to translate people metrics into business insights and decisions Hands-on approach with the
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