Job description

What This Role Is Accountable For Strategic Partnership • Partner with leaders to understand business goals and translate them into people strategies • Provide guidance on org design, headcount planning, and team effectiveness • Influence leadership decisions using data, insight, and sound judgment Leadership & Manager Enablement • Coach managers on performance management, employee relations, and leadership challenges • Support leaders through complex people situations and change initiatives • Raise leadership capability and accountability across teams Workforce & Talent Planning • Anticipate talent risks and capability gaps • Partner with TA and L&D on hiring, succession, and development plans • Support workforce planning aligned to short- and long-term business needs Performance & Culture • Drive effective performance management practices • Reinforce company values, culture, and leadership behaviors • Identify engagement issues early and partner on solutions Employee Relations & Risk Management • Handle complex employee relations matters with fairness and consistency • Ensure compliance with U.S. employment laws while balancing business needs • Advise on investigations, corrective actions, and risk mitigation Change & Transformation • Support leaders through organizational change, restructuring, and growth • Assess change impact and guide leaders on communication and execution • Act as a stabilizing force during periods of transformation What Success Looks Like • Leaders proactively seek HRBP input on people decisions • Teams are structured and staffed effectively • Performance issues are addressed early and fairly • Engagement and retention improve within supported groups • People strategies clearly support business results Required Experience • 7+ years in progressive HR roles with HRBP experience • Proven partnership with senior leaders or executives • Strong knowledge of U.S. employment laws and ER practices • Experience supporting remote or multi-state workforces Core Capabilities • Strategic thinking with business acumen • High credibility with leaders • Sound judgment and discretion • Strong coaching and influence skills • Ability to manage ambiguity and change Nice to Have • SHRM-SCP, SPHR, or equivalent • Experience in scaling organizations or transformations • Data-driven HR or people analytics exposure

Requirements

Must-haves

What This Role Is Accountable For
Strategic Partnership
Partner with leaders to understand business goals and translate them into people strategies
Provide guidance on org design, headcount planning, and team effectiveness
Influence leadership decisions using data, insight, and sound judgment
Leadership & Manager Enablement
Coach managers on performance management, employee relations, and leadership challenges
Support leaders through complex people situations and change initiatives
Raise leadership capability and accountability across teams
Workforce & Talent Planning
Anticipate talent risks and capability gaps
Partner with TA and L&D on hiring, succession, and development plans
Support workforce planning aligned to short- and long-term business needs
Performance & Culture
Drive effective performance management practices
Reinforce company values, culture, and leadership behaviors
Identify engagement issues early and partner on solutions
Employee Relations & Risk Management
Handle complex employee relations matters with fairness and consistency
Ensure compliance with U.S. employment laws while balancing business needs
Advise on investigations, corrective actions, and risk mitigation

Nice-to-haves

SHRM-SCP, SPHR, or equivalent
Experience in scaling organizations or transformations
Data-driven HR or people analytics exposure

Application prep

Use the role’s language and application details while tailoring your materials.

Platform: manatal
Effort: medium