Senior People Business Partner, Gametime

• The ideal candidate will demonstrate expert-level knowledge in people practices, compliance, and strategic planning, with a strong lens on equity, scalability, and excellence in employee experience
• Deep understanding of HR and People systems, employment law, and compliance across multiple states
• Proficiency with HRIS (ADP preferred), performance management platforms, and analytics dashboards
• High emotional intelligence and demonstrated ability to influence at all levels
• Clear, compassionate, and proactive communication style
• Trusted partner and strategic advisor with a bias for action
• Ability to build strong partnerships and lead through influence, not just authority
• Solution-oriented mindset with strong critical thinking and conflict resolution skills
• Analytical capabilities to interpret data, spot trends, and design data-backed interventions
• Bachelor's degree in Human Resources, Business, or related field; Master’s degree preferred
• 8+ years of progressive People and HR experience, including experience supporting corporate/exempt teams
• Strong working knowledge of US employment law and HR compliance
• Experience in a fast-paced, high-growth, fully remote organization

Desirable

• As a key member of the People team, the People Business Partner (Corporate) will lead strategic People and HR support for Gametime's corporate functions, including Tech, Product, Design, G&A, and other salaried, exempt teams
• You will act as a trusted advisor to senior leaders, focusing on organizational effectiveness, performance management, employee engagement, and growth enablement
• Serve as strategic People advisor to department heads across corporate teams (e.g., Engineering, Product, Finance, Marketing, Legal)
• Lead and execute People strategies aligned with business priorities, including workforce planning, performance management, org design, and team health
• Coach managers and leaders on effective people practices that drive employee engagement, team dynamics, and performance
• Collaborate with Talent, L&D, and People Operations to scale onboarding, development, and succession programs
• Drive resolution of complex employee relations matters, ensuring compliance with federal and state labor laws
• Partner with legal and compliance teams to ensure proactive policy updates and mitigate risk
• Facilitate organizational change management, ensuring smooth transitions during growth, realignment, or restructure
• Analyze people metrics and trends — including AI-powered insights — to inform decisions, identify improvement areas, and measure program impact
• Champion the responsible use of AI and automation across People practices, modeling curiosity, experimentation, and practical adoption
• Leverage AI tools (e.g., ChatGPT, HR analytics platforms) to streamline workflows, enhance employee experience, and support data-informed decision-making
• Coach managers and leaders on developing AI literacy within their teams and identifying opportunities to integrate AI for improved efficiency and insight
• Partner with cross-functional teams to evaluate and pilot emerging technologies that elevate employee performance, engagement, and growth enablement
• Promote a learning mindset around AI by sharing resources, leading training sessions, and contributing to the development of internal guidance and best practices
• Achievement of org health targets (engagement, retention, etc.)
• Delivery and adoption of people programs in corporate functions
• Manager enablement scores and feedback
• Compliance and audit metrics (zero missed deadlines/errors)
• Timeliness and quality of employee relations resolution