Job description

About the job Do you thrive on building people functions from the ground up, love partnering directly with leadership to shape culture and talent strategy, and get energized by fast-paced, scaling environments? Join Artefact, a global data and AI consulting firm helping organizations turn data into business impact. With 2,000+ employees across 34 offices worldwide, we partner with world-class clients such as Samsung, L'Oréal, and LVMH to accelerate digital transformation through data and AI. Founded in Paris, Artefact has grown from a small team into a global organization — and our people strategy has had to scale right alongside it. As we enter our next phase of growth in the US and Canada, we're looking for a Sr. HRBP ready to help build the systems, culture, and talent foundation that will support that growth. Find out more at artefact.com . The Opportunity As Sr. HRBP you will lead several areas central to Artefact’s continued growth: employee relations, manager advisory, talent development, onboarding, and employee experience. You will also oversee benefits administration and the execution of immigration and global mobility programs across North America. Reporting to the Head of People, you will have the autonomy to shape these programs and translate People strategy into practical, scalable experiences for employees and managers. You will work directly with business leaders, Chapter Leads, employees, the Resource Manager, and global People partners to strengthen how Artefact supports, develops, and retains its people. This role is designed for someone who enjoys building, solving complex people challenges, advising managers, and staying close to the employee experience. You will have broad visibility, meaningful access to leadership, and the opportunity to influence how Artefact’s North American People practices evolve as the business grows. What You’ll Own Employee Relations and Manager Advisory Serve as the primary day-to-day People advisor to employees and managers across the United States and Canada. Manage employee relations matters, including investigations, conflict resolution, performance concerns, accommodations, and workplace issues. Coach managers through feedback, difficult conversations, employee concerns, and employment decisions with empathy, consistency, and sound judgment. Develop practical guidance that helps managers navigate employee matters confidently and consistently. Identify recurring employee and manager concerns and recommend appropriate policy, process, training, or organizational improvements. Partner with the Head of People and employment counsel on sensitive, complex, or high-risk matters. Support the consistent implementation and application of North American People policies. Talent Development Lead manager coaching and enablement, including feedback, development conversations, team effectiveness, and difficult performance discussions. Design and deliver manager, leadership, and professional-development initiatives aligned with organizational needs. Own performance-related employee relations matters, including performance concerns, documentation, performance-improvement plans, corrective action, and manager guidance. Partner with the Resource Manager on talent reviews, individual development plans, and organization-wide capability gaps, bringing manager and employee-relations insights alongside performance, skills, staffing, and career-development data. Partner with the Resource Manager and Chapter Leads to translate identified capability gaps into appropriate technical, professional, manager, and leadership-development initiatives. Translate employee-relations, manager, and talent insights into recommendations for development, policy, and organizational improvement. Step in to support Talent Acquisition during high-volume hiring periods, as needed. Onboarding and Employee Experience Set the standards and program design for the North American onboarding experience from preboarding through an employee’s first 90 days. Ensure onboarding introduces new hires to Artefact’s business, culture, expectations, career framework, and ways of working. Oversee onboarding delivery and continuously improve the experience using new-hire, manager, and business feedback. Establish the processes and standards that recruiting or operational support resources will follow when coordinating day-to-day onboarding. Lead employee-listening, engagement, and employee-experience initiatives aligned with organizational priorities. Translate employee feedback into practical recommendations for leadership, managers, and People programs. Benefits, Immigration and Global Mobility Lead day-to-day benefits administration across North America, including employee guidance, vendor coordination, issue resolution, communications, and annual enrollment support. Partner with the Head of People on benefits strategy, plan design, renewals, budget, and significant employee-impact decisions. Execute immigration, work-authorization, and global mobility processes across the United States and Canada. Guide employees, candidates, and managers through immigration and mobility processes while coordinating with immigration counsel and external providers. Maintain accurate case tracking, documentation, communications, and compliance throughout the employee lifecycle. Escalate material legal, financial, workforce, or employee-experience risks to the Head of People. People Programs and Insights Support compensation, job architecture, pay-equity, and succession-planning initiatives led by the Head of People. Partner with the Resource Manager on the implementation of career paths and related employee-development practices. Use recruiting, employee-relations, talent, benefits, and employee-experience data to identify trends and support decision-making. Partner with the Head of People and Resource Manager to strengthen core employee-lifecycle processes and maintain clear ownership across the team. Identify practical uses of AI and technology that reduce administrative work and improve the employee and manager experience. Contribute to regional and global People initiatives that cut across the employee lifecycle. What We’re Looking For Eight to ten years of progressive People or HR experience, ideally in a high-growth technology, consulting, or professional-services environment. Strong experience across talent acquisition, employee relations, manager advisory, and manager, leadership, or professional development. A track record of building or significantly improving People programs, systems, and processes. Experience supporting employees and leaders across the United States and Canada. Strong judgment and the ability to balance employee experience, business priorities, and organizational risk. Confidence advising senior leaders and constructively challenging decisions when needed. Experience developing recruiting strategies and overseeing full-cycle hiring. Experience coaching managers and handling complex performance and employee-relations matters. Experience designing or delivering manager, leadership, or professional-development initiatives. Working knowledge of compensation benchmarking, job architecture, workforce planning, benefits, immigration, and global mobility. Comfort using People data to identify trends, measure effectiveness, and guide decisions. Interest in using technology and AI to improve how People teams work. Strong project-management skills and the ability to move several priorities forward at once. A collaborative, solutions-oriented approach and willingness to remain close to execution while building for scale. Nice to Have Experience supporting employees in Quebec. Experience with Greenhouse or a similar applicant-tracking system. Experience implementing or optimizing an HRIS. Experience working within a global or multi-country People function. Experience building campus or early-career recruiting programs. Familiarity with consulting, utilization-based businesses, or other project-based organizations. PHR, SHRM-CP, SHRM-SCP, CHRP, or an equivalent credential. What Success Looks Like During your first year, you will have: Built trusted relationships with employees, managers, and business leaders. Strengthened manager capability and the quality of feedback, development conversations, and employee decisions. Established a consistent and effective approach to employee relations and performance-related employee matters. Delivered manager, leadership, and professional-development initiatives aligned with organizational needs. Partnered effectively with the Resource Manager on talent reviews, individual development plans, and organization-wide capability gaps. Used employee-relations and manager insights to inform broader development and organizational priorities. Improved onboarding and the early employee experience across North America. Delivered responsive benefits, immigration, and global mobility support. Introduced practical tools, programs, and insights that improve the employee and manager experience. Why Artefact A front-row seat to the AI and data industry at a pivotal moment. Meaningful ownership and visibility within a growing North American business. The opportunity to build programs rather than inherit mature systems. Direct impact on how Artefact attracts, develops, and supports its people. A collaborative global environment with room to test new ideas and improve how work gets done. Why you should join us We are united by our values and strengthened by our hybrid expertise . There is always a way: We're from the breed of does, of diggers, of makers. Because ideas are valuable only if executed. Client trust is won on the field: Addressing client needs flows better hands on at their side. If not used, it is useless: Our love for technology translates into a steep desire for adoption, true brilliance is about impact. If not shared, our work is not done: Sharing knowledge is the best way to button up a mission, benefitting clients and colleagues. We learn everyday: Tech is a land where everything move at the speed of light, you better be ready to challenge yourself. Compensation & Benefits The estimated base compensation for this role ranges from $140,000 to $150,000 . Individual compensation is determined by skills, qualifications, and experience. In addition, this role is eligible for a competitive benefits package.

Requirements

Must-haves

Find out more at artefact.com .
What You’ll Own
Employee Relations and Manager Advisory
Serve as the primary day-to-day People advisor to employees and managers across the United States and Canada.
Manage employee relations matters, including investigations, conflict resolution, performance concerns, accommodations, and workplace issues.
Coach managers through feedback, difficult conversations, employee concerns, and employment decisions with empathy, consistency, and sound judgment.
Develop practical guidance that helps managers navigate employee matters confidently and consistently.
Identify recurring employee and manager concerns and recommend appropriate policy, process, training, or organizational improvements.
Partner with the Head of People and employment counsel on sensitive, complex, or high-risk matters.
Support the consistent implementation and application of North American People policies.
Talent Development
Lead manager coaching and enablement, including feedback, development conversations, team effectiveness, and difficult performance discussions.
Design and deliver manager, leadership, and professional-development initiatives aligned with organizational needs.
Own performance-related employee relations matters, including performance concerns, documentation, performance-improvement plans, corrective action, and manager guidance.
Partner with the Resource Manager and Chapter Leads to translate identified capability gaps into appropriate technical, professional, manager, and leadership-development initiatives.
Translate employee-relations, manager, and talent insights into recommendations for development, policy, and organizational improvement.

Nice-to-haves

Experience supporting employees in Quebec.
Experience with Greenhouse or a similar applicant-tracking system.
Experience implementing or optimizing an HRIS.
Experience working within a global or multi-country People function.
Experience building campus or early-career recruiting programs.
Familiarity with consulting, utilization-based businesses, or other project-based organizations.
PHR, SHRM-CP, SHRM-SCP, CHRP, or an equivalent credential.
What Success Looks Like

Application prep

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Keywords to mirror

Platform: greenhouse
Effort: quick

Benefits

Benefits detected in the listing.

Professional Development