People Partner

Responsibilities

Partner with all leaders as a trusted advisor to understand business priorities and develop people strategies that drive organizational goals.

Guide organizational design decisions, including team structures, spans and layers, and headcount planning.

Coach managers and leaders on team dynamics, communication, employee development, and retention strategies.

Lead or support the execution of performance management, employee engagement, and succession planning initiatives.

Identify and assess workforce risks or gaps and develop proactive solutions in collaboration with the wider People organization.

Assess external trends (e.g., macroeconomic shifts, DEI benchmarks, regulatory changes) and advise on implications for talent strategy.

Help drive and support change management efforts that ensure smooth transitions and consistent adoption of new programs or structures.

Partner cross-functionally with other People team members (e.g., People Operations, Compensation, Talent Acquisition) to ensure aligned and scalable solutions.

Qualifications

Bachelor's degree in a relevant field (e.g., Industrial & Labor Relations, Human Resources Management, Human Resources Development, Psychology, Business, etc.) preferred.

3+ years of progressive HR experience, ideally with a mix of both big tech and startup, including business partnering responsibilities.

Proven expertise in resolving complex interpersonal and team misalignments, using empathy and assertiveness to address issues quickly and effectively.

Comfort navigating ambiguity and adapting to frequent change with strong problem-solving and decision-making skills.

Proven ability to build credibility among senior executives and influence key collaborators to drive alignment across cross-functional teams.

Builds trust, helping to create a positive, collaborative work environment that fosters open communication and mutual respect.

Operates at the highest level of professionalism, confidentiality, and personal integrity.

Detailed, organized, and communicative, and thrives in a multi-tasking, hands-on, collaborative environment.

Authorization to work in the USA.

Bonus Qualifications

Familiarity with organizational effectiveness tools and frameworks (e.g., engagement surveys, span/layer analysis).

Knowledge of California and/or Massachusetts employment law.

HR certifications (e.g., SHRM-CP, SHRM-SCP, PHR) are a plus.