Senior People Business Partner

Applied Intuition; Sunnyvale (CA); Sur place; USD 160 000 - 260 000; Plein temps

Résumé du poste

Applied Intuition in Sunnyvale, CA seeks an experienced HR Business Partner to lead business and people strategy for senior leaders. Translate business goals into talent decisions: org design, workforce planning, leveling, and succession.

Drive change with reorganizations and leadership transitions, keeping headcount disciplined while improving talent density. Shape company-wide programs such as compensation cycles and performance processes, partnering with executives end-to-end.

Qualifications

• Bachelor’s or advanced degree in Human Resources, Organizational Psychology, or related field.
• 8+ years of HR business partner experience with 3+ years partnering with C-suite or SVP-level leaders.
• Experience supporting high-growth tech organizations and international teams.
• Strong data fluency and ability to translate insights into leadership decisions.
• Experience with talent processes and handling complex employee relations.

Responsabilités

• Lead business and people strategy for leaders; translate goals into talent decisions.
• Own reorganizations, leadership transitions, and shifting priorities from design to landing.
• Increase talent density through calibration, promotions, and talent reviews.
• Shape company-wide programs like compensation cycles and succession planning.
• Advise on high-stakes employee relations with discretion and judgement.

Connaissances

Stakeholder mgmt

People analytics

Data-driven decisions

Strategic thinking

Formation

Bachelor's or higher HR degree

Description du poste

• Be the business and people strategist for your leaders. Start with where the business is going and bring leaders a clear point of view, with the tradeoffs of each option laid out. Translate business goals into talent decisions: org design, workforce planning, leveling, and succession. Use data to spot attrition risk, capability gaps, and structural problems before the business feels them, and treat your leaders as customers whose success is your measure
• Lead organizations through change. Own reorganizations, leadership transitions, and shifting priorities from design through landing: the plan, the narrative, the sequencing, and the follow-through with managers and teams. Keep headcount and resources disciplined along the way
• Increase talent density. Lead calibration, promotion, and talent review for your groups. Identify and develop top talent, coach managers to raise the bar on their teams, and handle performance and employee relations issues with judgment, discretion, and dignity. Move fast and move safe
• Shape People programs through the business lens. Heavily influence and lead the development of company-wide programs such as the compensation cycle, performance and talent processes, and succession planning, making sure they work for the businesses they serve. Be scrappy when the moment calls for it: if a program doesn’t exist yet or the timeline is short, build a working version yourself and refine it as you go
• Raise the bar on the PBP team. Take on the most complex client groups, help shape how the team operates, and raise the bar for the PBPs around you

Fluency with data. You pull your own analysis, find the signal in headcount, attrition, and performance data, and turn it into a recommendation a leader can act onA track record of influencing executive decisions with data and a clear point of view, not just supporting themStrong business acumen. You understand how the business makes money, where the constraints are, and how talent decisions affect outcomes, and you can speak that language with executivesClear, concise, direct communication, and the discipline to prioritize ruthlessly and follow through on every commitmentBachelor’s or advanced degree in Human Resources, Organizational Psychology, or a related fieldA record of leading change, not just supporting it: org design, workforce planning, and reorganizations through rapid growth or shifting priorities, with outcomes you can point toHigh agency and ownership. You’ve run a client group or a major initiative with minimal direction, made decisions with incomplete information, and are energized by owning the outcome end to endExperience with talent processes (calibration, compensation, promotion) and complex employee relations, including investigations, performance management, and terminationsStrong judgment. You know when to move fast, when to slow down, and when to bring in partners, and leaders trust your read on sensitive, ambiguous situations8+ years of HR business partner experience, with at least 3 years partnering directly with C-suite or SVP-level leaders, preferably in a high-tech environment

Experience partnering with founders or scaling through an IPOExperience supporting engineering, research, or other highly technical organizationsExperience supporting international teams, particularly in Germany, Japan, Middle East or Australia