People (HR) Business Partner

People Business Partner- Commercial & Corporate Functions

About the Role:

The People Business Partner is a trusted advisor and culture champion to our Commercial (Sales and Marketing) and Corporate functions (Finance, Information Technology, Product and Partner Management) who aligns people priorities with business goals. They provide hands-on support for employee relations, talent development, and organizational effectiveness. By partnering closely with leaders and teams, they help create a healthy, engaged, and high-performing work environment.

Who we are looking for:

🔹 A true business partner who builds trust with leaders and team members by showing up with perspective, discretion, and practical solutions for day-to-day people needs.
🔹 Someone who takes action—anticipating needs, resolving employee issues, enabling managers, and ensuring policies are understood and applied consistently.
🔹 Someone who thinks big and aligns people strategies with business goals, while translating them into clear, actionable plans that drive performance, engagement, and retention.
🔹 A strong communicator who makes it easy with clear communication that informs and supports teams through times of change.
🔹 A collaborative expert in people operations, culture, and organizational effectiveness, helping the organization win together while balancing compliance, care, and impact.

What You'll Do

People Operations and Engagement

• Be the first point of contact for team members and managers on HR policies, workplace concerns, and conflict resolution.
• Partner with managers on performance improvement plans, coaching conversations, and routine disciplinary matters.
• Serve as a culture advocate and employee champion, maintaining a strong pulse on engagement and team dynamics.
• Handle complex employee relations issues with discretion, consistency, and care.
• Ensure compliance with employment laws and internal policies, balancing risk mitigation with flexibility and pragmatism.
• Lead policy education and manager enablement—translating guidelines into day-to-day practice.
• Deliver consistent, empathetic support across key employee touchpoints—from onboarding through offboarding.

Talent & Organizational Effectiveness

• Partner with recruiters and hiring managers to develop job descriptions and interview strategies.
• Collaborate with leaders on the annual review and goal-setting process.
• Advise on organizational structure, succession planning, and workforce capacity to keep ahead of growth.
• Build and maintain clear career pathing and development frameworks that support mobility and transparency.
• Collaborate cross-functionally to deliver programs that drive retention, growth, and performance.
• Communicate HR programs, initiatives, and process changes effectively to managers and teams.
• Support small-scale reorganizations, role transitions, and offboarding with care and compliance.

Strategic Business Partnership

• Act as an embedded, proactive partner to business leaders—building trust and alignment between people and business priorities.
• Lead strategic people planning to support organizational design and evolving talent needs.
• Serve as a trusted advisor and coach to leaders on team dynamics, leadership effectiveness, and fostering healthy, high-performing teams.
• Identify root causes of engagement concerns using both qualitative feedback and data-driven insights, and drive action to address them.

Qualifications & Skills:

• 3+ years of progressive HR experience, with a minimum of one-year as a business partner, supporting high-growth commercial and/or corporate teams
• Bachelor's degree in HR, Business, Psychology, or related field; advanced degree or HR certifications (SHRM-CP/SCP, PHR/SPHR) preferred
• A collaborative, humble partner who offers constructive challenge while leading with empathy and emotional intelligence
• A bias toward action with a pragmatic mindset—comfortable pivoting when priorities shift
• Excellent interpersonal and communication skills—you build trust through transparency, clarity, and consistency
• Detail-oriented and highly organized with the ability to manage multiple workstreams without losing sight of the big picture

Travel:

• Occasional travel for offsites, key events, or business needs

Physical Demands:

The physical demands described here are representative of those that must be met by employees to perform the essential functions of this job with or without reasonable accommodations. While performing job duties, the employee is regularly required to sit, stand, write, operate a PC, communicate, listen, and assess information. The employee may occasionally lift or move items up to 15 pounds. Visual requirements include distant, close, and color vision, and the ability to adjust focus.