HR Business Partner

thinkbrg; United States; On-site; USD 110,000 - 170,000; Full time

Job summary

Second Sight Solutions, LLC seeks an HR Business Partner to serve as a strategic advisor to leaders across multiple states. You will partner on performance, coaching first-time managers, and aligning HR programs with business goals.

You will lead workforce planning, employee relations, and talent development in a distributed workforce, including a Washington, DC onsite requirement two days per week. Strong HR analytics experience is a plus.

Qualifications

• 8+ years of progressive HR experience, incl. 5+ years in an HR Business Partner/advisory role.
• Bachelor's and/or Master's in HR, Business Admin, OD, or related field; HR certification preferred.

Responsibilities

• Serve as trusted advisor to leaders across client groups.
• Own the ongoing rhythm of the business, including performance cycles and engagement strategies.
• Lead employee relations matters and workplace investigations independently.
• Drive workforce planning and organization design for growth and efficiency.
• Design, implement, and scale HR programs, policies, and processes for a high-growth environment.

Skills

HR experience

HRBP experience

Executive presence

Coaching leaders

HR program design

HR analytics

Employee relations

Change management

HRIS (Paylocity/Workday)

Education

Bachelor's/Master's in HR or related field

HR certification preferred

Tools

Paylocity

Workday

Job description

We Do Consulting Differently

Second Sight Solutions, LLC ("Second Sight"), a subsidiary of Berkeley Research Group (BRG), is a 200+ person health technology company. Our innovative technology reimagines how drug discount data is exchanged, establishing new connections and improving transparency for drug manufacturers and their customers. Our customers and partners trust us to deliver reliable, first-to-market solutions and safeguard the data we receive. We trust our employees, and our culture gives them the freedom to create, collaborate, and grow. Second Sight leaders are industry experts, creative, unafraid to challenge the status quo, and the pioneers of market-changing solutions.

As an HR Business Partner (HRBP), you will act as a strategic, trusted advisor and thought partner to business leaders across client groups within our distributed, high-growth workforce (~30 states). You will connect team strategy directly to business goals, using data to help managers lead better, build stronger teams, and get work done. This is a hands‑on role that requires strong judgment, discretion, and the executive presence to earn credibility with first‑time managers navigating real people challenges. This role reports to the VP of HR.

Manager Coaching & Leadership Development

• Serve as trusted advisor and coach to leaders at all levels, with a dedicated focus on building core leadership skills for first time and newly promoted managers.


• Design and facilitate manager development initiatives, leadership training, and tools that strengthen people leadership across the organization.


• Partner with managers on performance management, including feedback, difficult conversations, performance improvement plans, and day-to-day HR decisions.

Strategic Partnership & Rhythm of the Business

• Own the ongoing rhythm of the business for assigned client groups, leading performance management cycles, engagement and retention strategies.


• Drive continuous workforce planning, headcount management, and organization design conversations to ensure teams are structured for growth, efficiency, and long‑term capability.


• Design, implement, and continuously improve people programs, policies, and processes that scale with the organization's growth.


• Lead annual talent review processes, performance calibrations, succession planning, and identification of high‑potential employees across client groups.


• Proactively navigate HR matters across distributed, multi‑state workforce.

Employee Relations & Investigations

• Lead employee relations matters and workplace investigations independently, maintaining sound judgment from intake through resolution.


• Serve as a point of escalation for workplace conflicts .


• Partner with legal counsel and HR leadership on high‑risk, complex compliance matters across a multi‑state remote/distributed environment.

People Analytics & Compensation

• Analyze key HR metrics (turnover, attrition drivers, engagement trends, performance distribution) to identify root causes and recommend actions to leadership.


• Partner with HR leadership to drive performance and merit reviews, equity compensation reviews, and promotions.

Talent Acquisition

• Partner closely with recruiting to align headcount priorities and define talent profiles.


• Embed inclusive hiring, development, and retention practices across all client group talent initiatives.

What You'll Bring

• 8+ years of progressive HR experience, including 5+ years in a HR B usiness P artner or similar advisory capacity.


• Bachelor's and/or Master 's degree in HR, Business Administration, Organizational Development, or a related field (or equivalent practical experience); HR certification preferred.


• Strong executive presence to engage with all levels of leadership.


• Demonstrated experience coaching and developing leaders, specifically first‑time or newly promoted managers, including designing or facilitating leadership training programs.


• Experience designing, building, or scaling HR programs, policies, and processes in a high‑growth environment.


• Demonstrated capability using HR analytics and financial/operational metrics to diagnose problems and propose talent solutions.


• Strong track record leading employee relations investigations independently, with sound judgment on when to elevate.


• Experience driving change management initiatives in a high‑growth environment.


• HRIS Implementation experience, or hands‑on Paylocity or Workday experience, is a strong plus.


• Experience operating in a fast‑paced, high‑growth health tech, life sciences, or similarly regulated tech environment required.


• Exposure to job architecture, career frameworks, or leveling structures is a plus, but not required.


• Working knowledge of federal, state, and local employment laws, and the ability to navigate state law across a multi‑state workforce.


• Comfort operating with limited guidance in a fast‑changing, entrepreneurial environment.


• Onsite role in our Washington, D.C. office 2 days per week.


• Candidate must