People Experience Partner

Role - People Experience Partner

About the Role

GHX is looking for an experienced HR Business Partner to support our Technology, G&A and

other functions as needed. In this strategic and hands-on role, you will serve as a trusted

advisor to business leaders and employees alike — driving people practices that align with

organizational goals. You will own the full employee lifecycle for your client group, from

onboarding through succession planning, while building strong cross-functional partnerships

with teams including Talent Acquisition, Finance & Payroll, Facilities & Admin, and more. The

ideal candidate is a confident communicator, a proactive problem-solver, and someone who

naturally builds rapport with stakeholders at all levels.

Key Responsibilities

Strategic HR Business Partnering

Act as a strategic partner to Technology leaders, providing guidance on workforce

planning, organizational design, and people strategy.

Build strong, trusted relationships with senior stakeholders and managers across the

Technology function.

Proactively identify people-related risks and opportunities, and recommend solutions

aligned with business objectives.

Support and drive change management initiatives across the Technology org.

Onboarding & New Hire Experience

Partner with the Talent Acquisition team to ensure a seamless transition from offer

acceptance to Day 1 and beyond.

Oversee structured onboarding programs that help new hires integrate quickly into their

roles and the organization.

Conduct regular new hire check-ins to assess engagement and flag concerns early.

Continuously improve the onboarding experience based on feedback and data.

Grievance & Employee Relations

Serve as the primary point of contact for employee grievances, concerns, and conflict

resolution within the Technology function.

Conduct fair, thorough, and timely investigations into employee complaints in line with

GHX policies and legal requirements.

Advise managers on handling performance issues, PIPs, and disciplinary actions with

empathy and consistency.

Maintain confidentiality and ensure all employee matters are handled with the highest

level of discretion.

Cross-Functional Coordination

Collaborate closely with the Talent Acquisition team on hiring plans, role approvals, and

candidate experience.

Partner with Finance and Payroll to ensure accuracy in compensation processing,

promotions, and employee movement transactions.

Coordinate with Facilities & Admin for workspace readiness, relocations, and new hire

logistics.

Liaise with relevant teams to ensure smooth execution of employee lifecycle processes

end to end.

Performance Management & Appraisals

Drive the annual and mid-year appraisal cycle for the Technology function, ensuring

timely and quality completion.

Coach managers on effective goal-setting, feedback delivery, and performance

documentation.

Identify high performers and support calibration discussions to ensure equitable

outcomes.

Partner with Total Rewards to execute compensation reviews and merit increments in

line with budget.

Succession Planning & Talent Development

Lead succession planning discussions with Technology leaders to identify critical roles

and build a strong internal pipeline.

Partner with managers to create individual development plans (IDPs) for high-potential

employees.

Support internal mobility, career pathing, and IJP (Internal Job Posting) processes.

Track and report on talent metrics including retention, attrition, and promotion rates.

Role Requirements

6+ years of progressive HR experience, with significant exposure as an HRBP.

Supporting a Technology or Engineering function or experience in a Tech company

highly preferred.

Strong expertise in onboarding, employee relations, grievance handling, and

performance management.

Proven ability to build rapport and credibility with senior stakeholders and cross-

functional teams.

Demonstrated experience coordinating with Talent Acquisition, Finance & Payroll, and

Facilities & Admin teams.

Hands-on experience with succession planning, appraisal cycles, and talent review

processes.

Excellent interpersonal, communication, and influencing skills — comfortable working

with all levels of the organization.

High level of discretion and integrity when handling confidential employee matters.

Strong organizational and follow-up skills with the ability to manage multiple priorities

simultaneously.

Bachelor's degree in Human Resources, Business Administration, or a related field.

MBA or PGDHR preferred.

Proficiency in HRIS tools (e.g. Dayforce, Keka, GreytHR) and Microsoft Office Suite.