Sr Staff People Business Partner

BA/BS degree or equivalent practical experience
10+ years of HR experience creating measurable impact on a major business unit (preferably in a high-growth company) with at least 5 years of experience as a People Business Partner (preferably supporting C-suite leadership managing G&A functions)
Demonstrated experience partnering with Senior Leadership (i.e. Vice President level)
Demonstrates solid judgment and experience assessing risk relative to the business
Ability to solve challenges and get to the root cause of any issue, no matter how complex. Design and quickly implement solutions that may cut across multiple disciplines.
Experience influencing decision making
Self-motivated and assertive with the ability to hunt down answers and drive solutions autonomously
Equally comfortable partnering with employees and leadership and moving regularly between the tactical and strategic priorities.
Excellent written and verbal communication skills – must be an articulate and persuasive communicator.
Displays strong business acumen – sees the big picture and operates with perspective.

Builds relationships with leaders to offer thought leadership on organizational and people-related strategy and execution
Adopts the culture of the organization and embodies our values and leadership principles
Develops an understanding of the business to appropriately guide and influence leaders on their talent agenda
Applies expertise in the following areas: performance management, career planning, coaching, analysis of people data, compensation, complex employee relations issues, learning and development, and recognition programs.
Leverages data and other metrics to proactively identify and present solutions based on business needs. Identifies and surfaces trends through both qualitative and quantitative data to help drive impact in the business
Partners and drives results alongside other Centers of Excellence in the People Team (i.e. Employee Relations, Talent Acquisition, Total Rewards, People Operations, and Learning & Development) to help the People Team implement solutions that support and scale the business
Leads the people cycles throughout the year to include compensation reviews, performance evaluations, engagement survey action planning, talent reviews and calibrations and promotion evaluations
Support talent acquisition, onboarding, succession planning, and development initiatives.
Drive performance management processes and ensure effective talent review cycles.

No preferred qualifications provided.