People Partner (HR Business Partner)

Position Title: People Partner (HR Business Partner) - Engineering, Product, Revenue

Location: Remote from the U.S.

Reports to: Director, People Partner

This role is a full-spectrum HRBP position, combining hands-on support with business partnership. You’ll work in the details when needed, support people strategy within your assigned business units, and partner closely with leaders and recruiting to drive strong business and people outcomes across the full employee lifecycle.

As a People Partner, you will support and implement the people strategy for your assigned business groups, ensuring alignment with business priorities and team needs. You will also partner with leaders to execute engagement strategies, helping teams stay motivated, connected, and aligned.

You’ll move between hands-on execution and department-level advisory support, helping leaders through everyday people needs as well as complex, high-impact moments. You will partner closely with Talent Acquisition to manage the full employee experience from joining to exit.

You’ll work with leaders and teams across multiple functions, including Engineering, Product, and Revenue, adapting your approach to different team needs and cultures. You will leverage AI and data-driven tools to support practical decision-making, workforce planning, and employee experience improvements within your groups.

• Support people strategy: Implement the people strategy defined by the People Leadership team within your business groups and provide input where relevant.
• Build strong relationships: Foster trust across your business units and support leaders in delivering people outcomes.
• Support change initiatives: Assist with organizational changes, growth, and shifts in operating models.
• Cross-functional collaboration: Work with leaders across Engineering, Product, Revenue, and other functions to deliver people solutions that fit each team’s goals.
• Assist with workforce planning: Align talent priorities and initiatives with business goals and growth objectives.
• Drive engagement initiatives: Help leaders execute engagement strategies to improve culture, retention, and employee experience.
• Coach and support leaders: Provide guidance to improve team performance, leadership capability, and organizational effectiveness.
• Facilitate the full employee lifecycle: Partner with leaders, Recruiting and Talent Development to support hiring, onboarding, development, transitions, reporting, exit interviews, and offboarding.
• Provide end-to-end people partnership: Deliver hands-on support for performance management, employee relations, organizational design, compensation decisions and other people matters.
• Manage and deliver HR initiatives: Take ownership of adhoc HR projects and programs for your dedicated clients, ensuring all work—big or small—is completed on time and to a high standard.
• Implement people programs: Partner with Centers of Excellence to roll out HR programs within your units and ensure they are applied effectively. For example, survey action planning, annual compensation planning, performance calibrations, training, etc.
• Leverage data and AI tools: Use workforce data and AI insights to inform practical decisions within your business units.

• 6+ years of HR experience, with at least 3 years in an HR Business Partner or direct HR consultancy role.
• Proven experience supporting mid-level management and providing hands-on HR guidance across multiple people functions.
• Experience managing full-cycle people processes including hiring, onboarding, performance management, development, and transitions.
• Demonstrated ability to manage and deliver HR projects and initiatives with quality outcomes and on-time delivery.
• Experience partnering with cross-functional teams such as Engineering, Product, Revenue, or other business units.
• Track record of using data and people insights to inform decision-making, anticipate workforce needs, and recommend practical solutions.
• Strong understanding of employee engagement, workforce planning, succession planning, employee relations, and inclusion and diversity practices.
• Knowledge of employment law, HR programs, and policies, with ability to apply them in a business context.
• Bachelor’s degree in HR, Business, Psychology, or equivalent experience; Master’s degree is a plus.

• Comfortable working both hands-on and in advisory capacity.
• Able to shift between day-to-day support and department-level guidance.
• Confident working with mid-level leaders and navigating cross-functional dynamics.
• Strong business understanding and ability to connect people work to outcomes.
• High judgement in sensitive people situations.
• Experienced in executing engagement strategies and applying feedback to improve team culture.
• Self-directed, resilient, and effective in fast-paced environments.
• A mindset focused on seizing opportunities and moving with urgency
• Dedication to fierce prioritization and operational excellence
• Adaptability to a dynamic, fast-moving environment
• A growth mindset and openness to feedback #LI-KB1