Lead HR Business Partner, OpenGov

• Bachelor’s degree in Human Resources, Business Administration, or a related field
• 7+ years of progressive HR experience, with at least 3 years in an HRBP role
• Demonstrated expertise in handling complex organizational challenges with advanced problem-solving skills
• Strong ability to align HR strategies with organizational objectives using a strategic, data-driven approach
• Proficiency in navigating employee relations, organizational development, and performance management in dynamic environments
• Excellent communication, relationship-building, and influencing skills
• Requires up to 25% travel for onsite meetings, team collaboration, and business support

Desirable

• The Lead HR Business Partner (HRBP) is a strategic, hands-on individual contributor who partners closely with senior leaders to drive people strategies that support business objectives in a fast-paced, evolving environment
• Acting as a trusted advisor, this role blends business acumen with deep HR expertise to influence organizational design, talent strategies, and workforce planning
• The Lead HRBP is not only a strategic thinker but also a roll-up-your-sleeves partner who collaborates across functions and HR Centers of Excellence (COEs) to develop and implement effective, scalable solutions
• This role plays a critical part in fostering a high-performance culture, enhancing employee engagement, and enabling long-term organizational success
• Act as a primary HR advisor to senior leaders, using advanced expertise to provide strategic guidance on workforce planning, talent strategies, and organizational design
• Tackle complex business challenges by evaluating variable factors, adapting and refining processes, and proposing creative solutions
• Develop and execute HR strategies that align with business goals to enhance long-term organizational effectiveness
• Collaborate with senior leaders and HR Centers of Excellence (COEs) to influence the design and execution of scalable programs, ensuring integration with broader business initiatives
• Build and maintain strong relationships with internal and external stakeholders to influence key decisions and ensure alignment with company-wide goals
• Act as a change agent, leading change management efforts through clear communication, stakeholder engagement, and effective cross-functional collaboration
• Lead company-wide initiatives to promote employee satisfaction, engagement, and a culture of inclusion and innovation
• Act as a key advisor to leadership on complex employee relations matters, navigating ambiguity and balancing legal, ethical, and business considerations
• Partner and implement retention programs and career development initiatives tailored to address workforce needs
• Lead performance management processes, ensuring alignment of goal-setting, feedback, and rewards with business objectives
• Collaborate closely with managers and the HR COEs team to deliver high-impact people programs, including compensation, benefits, organizational development, performance management, and talent development
• Develop leadership capabilities by coaching managers and aligning their practices with organizational priorities
• Partner with Learning & Development to design and implement targeted training programs that address skill gaps and build future-ready talent
• Lead succession planning efforts to ensure organizational readiness for key leadership transitions
• Analyze HR metrics to identify trends and deliver actionable insights to leadership
• Use data to inform and improve HR processes, programs, and organizational strategies
• Influence decision-making by tailoring communication strategies to diverse audiences, including executives, managers, and external partners, ensuring clarity, alignment, and engagement
• Foster trust and credibility through proactive, transparent communication and reliable follow-through on high-stakes, often time-sensitive issues