Sr. People Business Partner

United States Digital Space LLC; United States; Hybrid; USD 95,000 - 135,000; Full time

Job summary

United States Digital Space LLC is seeking a People Business Partner to support North America managers, help shape a new regional HRBP model, and drive people strategies in a data-driven environment. You will partner with the People team and functional leaders to enhance leadership effectiveness and employee experience.

You will navigate ambiguity, apply sound judgment, and collaborate across time zones in a distributed company.

Qualifications

• Experience coaching managers and handling meaningful people challenges.
• Strong working knowledge of US employment practices; NA experience is a plus.
• Excellent judgment and ability to navigate ambiguity.
• Ability to work across teams, functions, and time zones in a distributed company.

Responsibilities

• Coach managers on performance, feedback, development, and team dynamics.
• Diagnose underlying causes behind performance issues and determine next steps.
• Lead performance and employee relations work across North America.
• Collaborate with managers on team health, engagement, and change using data.
• Spot patterns across teams and raise emerging risks to the right people.
• Work with Functional HRBPs to align with regional leadership.
• Help build and scale the new Regional HRBP model.
• Explore how automation and AI can remove repetitive work.

Skills

Coach managers

US employment practices

Manager coaching

Judgment

Agile

Ambiguity tolerance

Cross-functional collaboration

Job description

From the company’s founding until now, our mission has remained the same: to make access to data as simple and reliable as electricity. With the company, customer data arrives in their warehouses, canonical and ready to query, with no engineering or maintenance required. We’re proud that more organizations continue to leverage our technology every day to become truly data-driven.

About Us

the company and dbt Labs are bringing together two industry-leading companies with a shared mission: helping organizations unlock the full value of their data.Together, we’re delivering the data infrastructure layer that helps organizations move, transform, and trust their data — from the moment data moves, through every transformation, to the context teams and AI systems rely on.the company helps organizations automate data movement across the systems, clouds, engines, and tools they rely on. dbt Labs pioneered analytics engineering, helping teams transform data into reliable, governed insights. Together, we support thousands of organizations as they build a trusted foundation for analytics, AI, and better business decisions. As we bring our teams and technology together, we’re building on the strengths of both companies while continuing to deliver the products and experiences our customers know and trust. It’s an exciting time to join us: we’re creating a company with the scale, talent, and technology to help more organizations put their data to work with greater speed, confidence, and impact.During this transition period, you may see references to both the company and dbt Labs throughout our recruiting process as we integrate our teams, systems, and career sites.

About the Role

You’ll spend much of your time helping managers tackle the things that make leading people hard: giving clear feedback, addressing performance early, navigating change, building effective teams, and making good decisions when the answer isn't obvious.We don't expect you to have a playbook for everything. We do expect you to be curious, use good judgment, ask the right questions, and be comfortable forming a point of view.We're looking for a People Business Partner / Senior People Business Partner to join our Regional HRBP team and support managers across North America.Our Regional HRBP model is new, so you'll also help us build it. You'll work closely with Functional HRBPs and partners across the People team, learning from what you see on the ground and helping us create better, simpler ways of working as we grow. You'll report to theDirector, Regional HR Business Partners.

What You’ll Do

• Coach managers. Help managers work through performance, feedback, development, conflict, team dynamics, and difficult people decisions. The goal isn't to solve everything for them, it's to help them become better managers.

• Get underneath the problem. What first lands as a performance issue might actually be unclear expectations, a struggling manager, a team dynamic, or something else entirely. You'll ask good questions, understand the context, and help determine what needs to happen next.

• Handle complex people matters. You'll lead performance and employee relations work across North America, balancing good judgment, employee experience, business needs, consistency, and risk. You'll know what you can handle yourself and when to bring in Legal or another People partner.

• Help teams perform better. You'll work with managers on team health, engagement, talent, performance, and change using both what you're hearing and what the data tells us.

• Spot patterns. We don't want to solve the same problem five times without asking why it keeps happening. You'll connect dots across teams, use data where it helps, and bring emerging themes and risks to the right people.

• Work closely with Functional HRBPs. They'll bring the broader functional and leadership context; you'll bring what you're seeing with managers, employees, and teams across the region. You'll work together without duplicating each other's roles.

• Help us build. This is a new model and not everything will be perfectly defined on day one. You'll help us figure out what works, challenge what doesn't, and build approaches we can scale.

• Look for a better way. We're interested in where technology, automation, and AI can remove repetitive work or help us make better decisions. You don't need to be an AI expert—we do want you to be curious and willing to experiment.

Skills We’re Looking For

• You've worked as a People/HR Business Partner, or in a role where you've coached managers and dealt with meaningful people and team challenges.

• You have strong working knowledge of US employment practices. Experience supporting employees across multiple US states is strongly preferred; broader North American experience is a plus.

• You're a strong manager coach. You can be supportive without simply agreeing, and you're comfortable saying the thing that needs to be said.

• You have good judgment. When something messy lands, you can work out what matters, what the risks are, and what you'd recommend doing.

• You're agile. Priorities change, organizations change, and sometimes the plan changes. You can adjust quickly and keep moving.

• You're comfortable with ambiguity. You don't need every process or boundary defined before you can make progress.

• You're interested in the business behind the people question. You want to understand what a team is trying to accomplish before deciding what good People support looks like.

• You can work independently without operating in a silo. You know when to make the call, when to ask for another perspective, and when something needs to be escalated.

• You notice patterns. You're interested not only in solving today's issue but in understanding why it's happening and whether we're seeing it elsewhere.

• You're comfortable working across teams, functions, and time zones in a distributed company.

Bonus Skills

You don't need all of these, but we'd be particularly interested if:

• You enjoy working with data and have used engagement, performance, attrition, workforce, or other People data to investigate a problem or challenge an assumption.