OpenSpace
Sr.HRBusinessPartner
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“Sr. HR Business Partner at OpenSpace. Skills: HR Business Partnering, Talent Management, Employee Relations, Compensation and Workforce Planning. Serve as a trusted advisor to leaders, aligning people strategies with business objectives and embedding workforce considerations into planning cycles. Partner on organizational design, team effectiveness, and change management”
What You'll Achieve.
drives people strategies that align with business objectives; championing a high-performance culture; supporting employees through all stages of the employment lifecycle; translating organizational goals into actionable HR solutions; drive actionable insights that inform HR strategy; ensure compliance with employment laws, policies, and best practices; recommend risk mitigation strategies; ensure equitable, data-driven outcomes; address talent gaps; continuous improvement of HR processes and tools; ensure seamless employee experiences and data integrity
Industry & Context.
Analyze HR data to surface trends and drive actionable insights; conflict resolution; navigate complex, sensitive ER matters
What They're Looking For.
Must Have
5–8+ years of progressive HR experience, at least 3 years in an HR Business Partner role, Experience with performance management, talent reviews, and compensation processes, Demonstrated experience managing complex employee relations issues independently and with sound judgment, business acumen and the ability to connect HR strategies to business outcomes, written and verbal communication, active listening, and the ability to build relationships, challenge, coach, and influence leaders at all levels — including delivering hard messages with empathy and clarity, Working knowledge of federal and state employment law (multi-state experience a plus in a domestic U. S. context), Proven ability to navigate complex, sensitive ER matters with discretion, conduct thorough investigations, document defensibly, and balance employee advocacy with organizational risk, Compensation administration experience including pay structures, leveling, equity, pay equity principles, and market benchmarking sufficient to advise on offers, promotions, and annual planning, Ability to manage multiple priorities and operate effectively in a fast-paced environment, Proficiency with HRIS systems and HR reporting/analytics
Nice to Have
PHR, SPHR, SHRM-CP, or SHRM-SCP certification preferred, Startup or high growth company experience strongly preferred
What You'll Do.
Serve as a trusted advisor to leaders
aligning people strategies with business objectives and embedding workforce considerations into planning cycles
Partner on organizational design
and change management
Analyze HR data to surface trends and drive actionable insights that inform HR strategy
Mentor junior team members and represent HR in cross-functional initiatives
Lead performance and talent processes (goal-setting
high-potential identification)
Coach managers on feedback
and performance management
Partner on learning and development programs aligned to business needs
Manage complex employee relations matters
including investigations
and separation ensuring compliance with employment laws
Maintain thorough documentation
and recommend risk mitigation strategies
Serve as a resource for employee concerns and oversee key external HR partnerships
Own and update the Employee Handbook
Advise on compensation decisions across offers
partnering with Finance on equity program administration
Support annual compensation planning to ensure equitable
Educate employees and managers on total rewards programs
Partner with recruiting on job leveling
and workforce planning to address talent gaps
Drive scalable HRBP practices and continuous improvement of HR processes and tools
Lead or support key initiatives (engagement surveys
Partner cross-functionally to ensure seamless employee experiences and data integrity
How You'll Work.
Team & Collaboration
represent HR in cross-functional initiatives; Partner cross-functionally to ensure seamless employee experiences
Communication Scope
written and verbal communication; active listening; ability to build relationships; challenge leaders; coach leaders; influence leaders; delivering hard messages with empathy and clarity
Full Job Description
Brief summary of role: The Senior People Business Partner (Sr. HRBP) serves as a trusted advisor and strategic partner to business leaders across the organization. This role drives people strategies that align with business objectives, championing a high-performance culture while supporting employees through all stages of the employment lifecycle. As a key member of the People Team, this role blends strategic thinking and a hands-on approach, translating organizational goals into actionable HR solutions. What you will be doing: Strategic HR Partnership Serve as a trusted advisor to leaders, aligning people strategies with business objectives and embedding workforce considerations into planning cycles Partner on organizational design, team effectiveness, and change management Analyze HR data to surface trends and drive actionable insights that inform HR strategy Mentor junior team members and represent HR in cross-functional initiatives Talent Management & Development Lead performance and talent processes (goal-setting, reviews, calibrations, succession, high-potential identification) Coach managers on feedback, development, and performance management, including PIPs Partner on learning and development programs aligned to business needs Employee Relations & Compliance Manage complex employee relations matters, including investigations, conflict resolution, and separation ensuring compliance with employment laws, policies, and best practices Maintain thorough documentation, identify trends, and recommend risk mitigation strategies Serve as a resource for employee concerns and oversee key external HR partnerships Own and update the Employee Handbook Compensation & Workforce Planning Advise on compensation decisions across offers, promotions, and equity, partnering with Finance on equity program administration Support annual compensation planning to ensure equitable, data-driven outcomes Educate employees and managers on total rewards programs Partner with recruiting on
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