People Business Partner

Skills

About the Role

You will partner directly with leadership to build a scalable organization while positively impacting the day-to-day experiences of our people. You'll support managers across the Marketing and G&A organizations, working in partnership with the Associate Director, People Business Partnerships. You'll have a direct impact on organizational effectiveness by driving people retention programs and guiding leaders through an exciting period of growth. You'll cultivate strong performance and engagement, coach managers, enable clear team communication and feedback, and drive organizational plans that deliver on business goals.

Requirements

• 6-8+ years of progressive HR experience, including meaningful time in a dedicated People Business Partner role
• Experience working in a high-growth tech environment
• Preferably located in the NY metro area and able to work from the NYC office 2-3 days per week
• Ability to embed within supported teams and act as a true business partner
• Ability to serve as a trusted coach and advisor to managers and senior leaders up to the Sr. Director level
• Ability to build rapport quickly and authentically
• Highly empathetic with the ability to be both warm and direct
• Strong foundation in HR principles, employment law, and compliance
• Strong work ethic and a bias toward action
• Strong ethics, discretion, and sound judgment when handling sensitive and confidential matters
• Ability to analyze and interpret people data to inform workforce strategy and planning
• Proactive approach to anticipating and managing change

Responsibilities

• Serve as a dedicated People Business Partner to managers in the Marketing and G&A organizations
• Coordinate with the Associate Director on talent programming, data, and cross-functional people projects
• Embed yourself in the teams you support to understand their business deeply
• Coach managers through performance, career development, retention, disciplinary actions, and succession planning
• Invest in manager effectiveness over time
• Partner on org design and headcount planning as the business grows
• Guide managers and teams through periods of growth and change
• Anticipate friction points before they arise
• Support core People processes like compensation and growth reviews
• Address performance issues early
• Partner with the Associate Director to navigate complex employee relations matters
• Use people data to inform recommendations to leaders
• Partner with leaders to build career paths and broader programming
• Work closely with global People Team partners across systems, operations, benefits, talent, and compensation
• Drive inclusive practices that foster an environment where people feel valued, trusted, and heard

Benefits

• Performance-based bonus
• Equity
• Generous benefits program