Senior People Business Partner, Clio

• 8–12+ years of progressive HR / People Business Partner experience, with significant experience supporting Engineering, IT, Security and/or Data organizations
• Proven success partnering with senior leaders in fast-paced, high-growth SaaS or technology environments
• Deep expertise in employee relations, organizational design, performance management, and talent planning
• Strong business acumen with comfort operating in technical, operationally driven environments where reliability, security, and risk management shape priorities
• Ability to build credibility and trust quickly with highly technical leaders and teams
• High comfort navigating ambiguity, change, and competing priorities
• Data fluency and the ability to turn insights into influence
• Exceptional communication, coaching, and stakeholder management skills
• Strong knowledge of employment law and compliance across relevant jurisdictions
• A collaborative, pragmatic, and values-driven approach
• Demonstrated interest in elevating your craft using AI

Desirable

• We’re seeking a Senior People Business Partner (PBP) to support Clio’s Technical Infrastructure organization, including Production Engineering, IT, Security and Data Engineering. This role sits at the intersection of business strategy, operational execution, and team performance during a period of continued scale, maturity, and transformation
• As a Senior PBP, you will act as a trusted advisor, coach, and strategic consultant to Technical Infrastructure leaders. You will help leaders scale their teams, develop their teams, navigate change, and drive performance - all while ensuring a strong, inclusive, and compliant employee experience
• This role is ideal for a senior People leader who is comfortable partnering with highly technical teams and who brings strong business acumen, organizational insight, and judgment to complex environments
• Partner closely with senior leaders to develop and deliver People strategies aligned to business objectives, growth plans, and organizational health
• Act as a strategic thought partner on topics including org design, workforce planning, role clarity, capacity models, and team structure
• Translate business strategy into people implications—anticipating risks, scaling challenges, and leadership needs
• Coach leaders through complex decision-making with a strong lens on performance, culture, and employee experience
• Lead and advise on organizational design efforts, including restructures, role evolution, spans and layers, and operating model changes
• Partner with leaders on performance management, goal-setting, and accountability, ensuring strong linkage between strategy, execution, and outcomes
• Support succession planning and talent reviews, identifying readiness, gaps, and development actions
• Partner with Talent Management and L&D to support leadership development, manager capability, and team effectiveness
• Identify, assess, and manage complex employee relations issues quickly, thoughtfully, and decisively
• Conduct and support investigations as required, partnering with Legal and People Operations to ensure fair, compliant, and consistent outcomes
• Maintain deep knowledge of employment law requirements across jurisdictions relevant to your client group
• Mitigate legal and employee risk through proactive coaching, documentation, and early intervention
• Partner with Legal Counsel as needed to manage sensitive or high-risk situations
• Work closely with People team SMEs (Talent Acquisition, Total Rewards, L&D, People Ops) to deliver a seamless, world-class employee journey
• Contribute to the design and implementation of broader People programs, including:
• Onboarding & ramp experiences
• Performance Development
• Talent Planning & Calibration
• Leadership Development
• Total Rewards & Compensation Programs
• Partner closely with Talent Acquisition to align on hiring plans, role profiles, and evolving business needs within your groups
• Act as a data-driven advisor - analyzing trends in engagement, attrition, performance, and workforce composition
• Translate people data into actionable insights and recommendations for leaders
• Use both quantitative and qualitative inputs to inform decisions and influence leaders
• Identify patterns early and proactively address risks related to retention, engagement, or leadership effectiveness
• Identify opportunities to improve and evolve People processes to better support a scaling organization
• Help drive consistency, clarity, and effectiveness across core People practices while enabling flexibility where the business requires it
• Contribute to the ongoing evolution of Clio’s People operating model as the company grows globally
• Act as a mentor and role model to other PBPs and People team members
• Share best practices, lessons learned, and insights from your groups across the People team
• Build strong cross-functional relationships and operate with a “one People team” mindset
• Demonstrate strong judgment, discretion, and integrity in all interactions