Staff People Partner, Anaconda

• Demonstrated advanced use of generative AI as a core part of day-to-day work, including using AI to synthesize complex information, accelerate research and documentation, improve decision support, and materially increase personal or team capacity
• Experience building reusable AI-enabled workflows, prompts, projects, agents, or tools rather than relying solely on one-off prompting
• Excellent judgment regarding where AI should and should not be used, particularly with sensitive employee information and consequential People decisions
• 10+ years experience in HR business partnering, People Partner, employee relations, or similarly consultative People roles
• Deep experience independently coaching managers and leaders through complex performance and employee situations
• Demonstrated ability to navigate sensitive, ambiguous, and high-stakes employee matters with excellent judgment
• Experience partnering effectively with leaders at the Manager, Director, Senior Director, and/or VP level
• Experience with individual talent decisions such as promotions, compensation changes, retention, or internal mobility
• Strong systems thinking and demonstrated ability to recognize patterns and improve how work gets done, not simply resolve individual issues
• Demonstrated ability to influence and collaborate effectively up, down, and across an organization without relying on formal authority
• Exceptional communication, follow-through, ownership, and bias to action
• You embody our values: Curious by Default, Build Together, Own It, and Lead with Guts and Heart, and our behaviors: Clarity, Care and Candor
• You care deeply about fostering an environment where people of all backgrounds and experiences can flourish

Desirable

• Anaconda is seeking an experienced Staff People Partner to help managers navigate complex people decisions and employee situations across the company
• This role that primarily partners with Managers and Directors and owns complex individual employee matters across all departments at Anaconda. While our People Business Partners focus on executive partnership, organizational strategy, workforce planning, and broader talent priorities, the Staff People Partner helps translate that context into action with managers and employees
• You'll coach managers through performance challenges, lead employee relations matters, support individual talent and compensation decisions, and navigate complex situations requiring strong judgment across multiple People disciplines
• This role is also designed for a modern, AI-enabled People practitioner. You'll use AI as a core part of how you work; helping you synthesize information, identify patterns, prepare managers, improve documentation, accelerate research, and manage a broad portfolio of work with greater speed and quality. The goal isn't to automate human judgment or sensitive People interactions; it's to use technology to create more capacity for the work that genuinely requires coaching, judgment, and human connection
• Success in this role isn't measured simply by resolving the issue in front of you. It's measured by making managers more capable, identifying patterns, improving how work gets done, and creating leverage across the People function
• Great People partnership requires both organizational strategy and exceptional execution closer to managers and employees
• This role creates additional depth in our People Partner model: providing managers with experienced coaching and judgment while allowing our People Business Partners to focus more deeply on organizational and executive-level priorities
• We're looking for someone who loves the core work of People partnership; helping a manager address a performance issue, untangling an ambiguous employee situation, navigating a difficult conversation, evaluating an unusual talent decision, and turning complexity into a clear path forward
• This isn't a People Operations role or a traditional embedded PBP role. It's a Staff-level, consultative role for someone who can operate independently, exercise excellent judgment, and know when to own, enable, collaborate, or escalate
• Partnership, Organizational Insight & AI Leverage:
• Work closely with PBPs and People specialists while maintaining sufficient organizational context to understand business priorities, leadership dynamics, talent risks, and upcoming changes
• Act as a conduit of information across the People Team, translating strategy into action while surfacing patterns, emerging risks, and insights from managers and employees
• Use AI extensively to synthesize information, identify patterns, prepare for complex conversations, improve documentation, accelerate research, and manage follow-through
• Build repeatable AI-enabled workflows, prompts, projects, and tools that increase your own capacity, can create leverage for the broader People Team, and people managers within the organization
• Continuously identify work that can be simplified, automated, or AI-enabled so that human time is concentrated on judgment, coaching, relationships, and high-impact decisions
• Turn recurring friction into better manager guidance, frameworks, processes, or scalable solutions
• Collaborate effectively up, down, and across the organization without creating unnecessary handoffs or dependency
• Individual Talent & People Decisions:
• Partner with managers and PBPs on promotions, off-cycle compensation changes, retention requests, internal mobility, and other individual talent decisions
• Evaluate requests against company frameworks, precedent, internal equity, business context, and employee impact
• Help managers strengthen the thinking behind their recommendations rather than simply processing requests
• Support the manager- and employee-level execution of broader talent and organizational decisions
• Employee Relations & Complex Employee Situations:
• Independently lead employee relations matters requiring investigation, judgment, coaching, or intervention
• Assess employee concerns, gather relevant context, develop recommendations, and drive matters through resolution
• Navigate complex employee situations that may span accommodations, immigration, location changes, leaves, international employment, compensation, or other People disciplines
• Bring in Legal, People specialists, PBPs, or other partners when their expertise or ownership is required while maintaining momentum toward resolution
• Manager Coaching & Performance:
• Coach managers through performance concerns, feedback, development conversations, and performance improvement
• Help managers diagnose underlying issues and distinguish between employee performance, management effectiveness, role clarity, and broader organizational factors
• Prepare managers for difficult or sensitive conversations while ensuring managers retain ownership of managing their teams
• Drive thoughtful, consistent, and well-documented performance decisions and recognize when complexity, risk, seniority, or organizational implications require PBP involvement
• Your Impact Will Be Measured Through:
• Manager effectiveness and confidence navigating complex People situations
• Quality, consistency, and timeliness of performance and employee relations outcomes
• Ability to independently drive complex employee matters toward resolution
• Quality of organizational insights surfaced to PBPs and the broader People Team
• Increased leverage through stronger manager practices, scalable solutions, AI, and improved ways of working
• Trusted, effective partnership across managers, PBPs, functional experts, and business leaders
• You'll help shape a modern People Partner model that combines exceptional human judgment with AI-enabled ways of working
• You'll have meaningful ownership of complex People work without being limited to a single client group
• Your work will make managers more effective while increasing the capacity and impact of the broader People Team
• You'll have the opportunity to turn recurring problems into better systems, tools, frameworks, and ways of working
• You'll thrive in a high-performance environment where results are recognized and rewarded
• You'll work alongside a collaborative team that values diverse, thoughtful discussion, clarity, care, and candor

• The application deadline for this role is 11/11/2026. Applicants will be reviewed on an ongoing basis until the role is filled