Sr. Human Resources Business Partner

The Pipeline Group; United States; Remote; USD 80,000 - 100,000; Full time

Benefits offered by this job

Medical, Dental, Vision

401K

Volunteer day

Unlimited PTO

Home office setup

Job summary

The Pipeline Group is seeking an experienced Senior HRBP to partner with employees and leaders across the organization in a fully remote, performance-driven environment. This hands-on role focuses on employee relations, manager development, compliance, and day-to-day People Operations.

You will coach frontline and mid-level managers, navigate complex employment issues, and help shape TPG's people practices while balancing business needs with fair, compliant decisions.

Qualifications

• 6+ years of progressive HR experience with significant hands-on responsibility for employee relations and HR business partnership.
• Experience handling sensitive ER matters, including investigations, performance concerns, corrective actions, workplace conflict, and terminations.
• Demonstrated experience coaching and developing front‑line and mid‑level managers, including facilitating recurring manager training and development.
• Strong knowledge of employment law, HR compliance, documentation practices, and employee relations risk.
• Sound judgment and the ability to gather context before reaching conclusions or recommending employment action.
• Ability to balance a high‑performance and accountable culture with thoughtful, consistent, and fair people practices.
• Confidence working with strong personalities and senior leaders, including the ability to professionally disagree and explain the business rationale behind an HR recommendation.
• Strong communication, emotional intelligence, discretion, and problem‑solving skills.
• A practical, solutions‑oriented approach with the ability to advocate for sound people practices while remaining grounded in business realities.
• Comfortable moving between ER matters, manager coaching, training, leadership partnership, and hands‑on HR administration based on organizational needs.

Responsibilities

• Employee Relations: Serve as a primary HR partner for employee concerns, performance and attendance issues, interpersonal conflict, policy violations, investigations, corrective actions, and terminations. Gather appropriate context and ensure decisions are consistent, well‑documented, and supported by the facts.
• Manager Training & Development: Establish and maintain an ongoing manager development program focused on practical people leadership, including communication, emotional intelligence, feedback, accountability, difficult conversations, conflict resolution, performance management, and employee relations fundamentals.
• Manager Coaching & Performance Management: Partner directly with managers as employee challenges emerge, helping them set clear expectations, provide timely feedback, appropriately document concerns, and determine when a situation requires additional coaching, formal corrective action, or HR escalation.
• HR Business Partnership: Stay embedded in the business and build strong relationships across teams. Understand team dynamics, leadership styles, performance expectations, and operational pressures so HR recommendations reflect the full context of the situation.
• Compliance & Risk Management: Maintain strong knowledge of applicable employment laws and HR best practices, identify potential risks early, and partner with leadership and Legal on complex or higher‑risk matters when appropriate.
• ER Trends & Prevention: Identify recurring employee relations and manager challenges and translate those trends into stronger training, processes, resources, and preventative support.
• HR Operations: Roll up your sleeves when needed to support essential HR administration, including I‑9s, onboarding and offboarding documentation, employee records, policy acknowledgments, and other day‑to‑day People Operations responsibilities.

Skills

Employee relations

Coaching managers

HR compliance

Employment law

Manager training

HR operations

Communication skills

Problem solving

Job description

The Pipeline Group (TPG) provides our clients with end-to-end Pipeline Generation services that help B2B tech companies scale pipeline fast and reliably through our SDR-as-a-Service model.

We combine superstar SDR talent, purpose-built proprietary technology, industry-leading SDR training, rigorous management & quality control layers, world-class data services, integrations and more to offer all-in-one Pipeline Generation to our clients.

TPG has been named in the Inc. 5000 Top Fastest-Growing Privately Held Companies in the US for six consecutive years and we’re growing faster every single year.

Our clients work with us because we’ve cracked the formula for creating world-class SDRs and putting up industry leading pipeline generation numbers.

No guesswork. Just results.

OUR CULTURE

At TPG, excellence and high performance are ingrained in our culture. We cultivate success for both our clients and our team members. As a sales performance-driven organization, your wins are our collective victories. Your career aspirations are our shared goals, and we're committed to launching you on the path to success. Our environment fosters consistent improvement, collaboration, ownership, and growth, empowering you to reach your full potential.

Our mission is to establish ourselves as the world's best virtual workforce of remote sales development representatives, delivering outstanding returns for our customers, partners, and team members. To achieve this, we prioritize honesty, mutual respect, and trust in everything we do.

THE ROLE:

We are looking for an experienced and highly engaged Senior Human Resources Business Partner (Sr. HRBP) to serve as a trusted partner to employees and leaders across TPG.

This is a hands‑on role heavily focused on employee relations, manager development, compliance, and day‑to‑day business partnership. The Sr. HRBP will stay closely connected to our teams and managers, building a strong understanding of how the business operates, where challenges exist, and where stronger people leadership can improve both employee experience and business performance.

A major priority for this role will be strengthening the capabilities of our front‑line and mid‑level managers through ongoing coaching, training, and development. We need someone who can help managers navigate difficult conversations, communicate effectively, manage performance appropriately, resolve conflict, and build the judgment and emotional intelligence required to lead people well.

This person must also be comfortable operating in a fast‑paced, performance‑driven environment where the HR perspective will not always be the easiest or most popular one in the room. The right partner can respectfully challenge assumptions, provide additional context when needed, and help the organization reach decisions that are fair, compliant, and responsible for both our people and the business.

What You’ll Do:

• Employee Relations: Serve as a primary HR partner for employee concerns, performance and attendance issues, interpersonal conflict, policy violations, investigations, corrective actions, and terminations. Gather appropriate context and ensure decisions are consistent, well‑documented, and supported by the facts.
• Manager Training & Development: Establish and maintain an ongoing manager development program focused on practical people leadership, including communication, emotional intelligence, feedback, accountability, difficult conversations, conflict resolution, performance management, and employee relations fundamentals.
• Manager Coaching & Performance Management: Partner directly with managers as employee challenges emerge, helping them set clear expectations, provide timely feedback, appropriately document concerns, and determine when a situation requires additional coaching, formal corrective action, or HR escalation.
• HR Business Partnership: Stay embedded in the business and build strong relationships across teams. Understand team dynamics, leadership styles, performance expectations, and operational pressures so HR recommendations reflect the full context of the situation.
• Compliance & Risk Management: Maintain strong knowledge of applicable employment laws and HR best practices, identify potential risks early, and partner with leadership and Legal on complex or higher‑risk matters when appropriate.
• ER Trends & Prevention: Identify recurring employee relations and manager challenges and translate those trends into stronger training, processes, resources, and preventative support.
• HR Operations: Roll up your sleeves when needed to support essential HR administration, including I‑9s, onboarding and offboarding documentation, employee records, policy acknowledgments, and other day‑to‑day People Operations responsibilities.

What You Bring:

• 6+ years of progressive HR experience with significant hands‑on responsibility for employee relations and HR business partnership.
• Strong experience handling sensitive ER matters, including investigations, performance concerns, corrective actions, workplace conflict, and terminations.
• Demonstrated experience coaching and developing front‑line and mid‑level managers, including facilitating recurring manager training and development.
• Strong knowledge of employment law, HR compliance, documentation practices, and employee relations risk.
• Sound judgment and the ability to gather context before reaching conclusions or recommending employment action.
• Ability to balance a high‑performance and accountable culture with thoughtful, consistent, and fair people practices.
• Confidence working with strong personalities and senior leaders, including the ability to professionally disagree and explain the business rationale behind an HR recommendation.
• Strong communication, emotional intelligence, discretion, and problem‑solving skills.
• A practical, solutions‑oriented approach with the ability to advocate for sound people practices while remaining grounded in business realities.
• Comfortable moving between ER matters, manager coaching, training, leadership partnership, and hands‑on HR administration based on organizational needs.

Why Join Us?

• Be part of a rapidly growing company recognized by INC. 5000 as one of the fastest‑growing privately held companies in the U.S.
• Work in a fully remote, dynamic, and collaborative environment.
• Have a direct impact on manager effectiveness, employee experience, and the continued development of TPG's people practices.
• Competitive salary of $80,000-$100,000, based on experience.
• Benefits: Medical, Dental, and Vision + other optionals (like FSA and Life Insurance) with NO waiting period. Get your benefits on your first day!
• 401K
• 1 Annual Paid Volunteer Day to give back to our communities.
• Unlimited PTO Program after 90 days - take time off when you need it. No more worrying about use it or lose it policies. Take control of your work/life balance.
• Access to our EAP (Employee Assistance Program) for support with Familial, Financial, and Mental Health needs.
• Company provided home office equipment - Laptop, desk, chair, etc.

Come join our innovative and dynamic team!

This role will be contingent upon the successful completion of a background check.

Stable internet connection and Mbps to work from home will be required.