Senior People Business Partner, Tekion

• This role requires someone who is equally invested in the success of their client groups and the success of the People team itself
• Education: BS/BA degree or equivalent professional experience
• Experience: 8–10 years of HRBP or People Business Partner experience, preferably in a fast-growth SaaS or technology company
• Strategic Influence: Demonstrated ability to build trusted advisory relationships with senior and C-suite leaders — not just execute requests but shape thinking
• Business Fluency: Ability to learn a business quickly, connect People initiatives to business outcomes, and speak the language of the leaders you support
• ER Expertise: Sound judgment and experience handling complex employee relations situations with care, consistency, and appropriate urgency
• Communication: Exceptional written and verbal communication — clear, direct, and compelling across audiences from ICs to executives
• Organizational Agility: Comfortable managing a broad portfolio of priorities in a fast-moving environment without losing precision or follow-through
• Resilience: Able to absorb feedback, adapt quickly, and maintain composure and positivity when things don't go as planned — because sometimes they won't
• Drive to Make Others Successful: You measure your own success by how much better the people and teams around you are performing. Seeing others grow, succeed, and thrive because of your partnership is what fuels you

Desirable

• The Senior People Business Partner is one of the most important roles on our People team. You are the bridge between our business and our People strategy — and you are far more than a resource the business calls when something goes wrong. You are a proactive, strategic thought partner who helps business leaders build teams people are proud to be part of
• You will carry a portfolio of business units and be expected to know them deeply — their goals, their challenges, their people, and what it will take to make them perform at their best
• You will operate in an environment that is still being built. Systems will be imperfect. Processes will evolve. Ambiguity will be a daily companion. We need someone who sees this not as a liability but as the opportunity it is — to build something great, in real time, that will outlast you
• Strategic Partnership: Build deep, trusted, long-term relationships with business unit leaders and their teams. Serve as a genuine thought partner — not just a service provider — on organizational health, talent strategy, and team effectiveness
• Business Acumen: Develop a thorough understanding of each client group's business model, goals, and pressures. Use that knowledge to anticipate needs, shape people strategies proactively, and connect People initiatives directly to business outcomes
• Organizational & Talent Development: Partner with leaders to build high-performing, engaged teams. Drive org design, succession planning, performance management, and leadership development with rigor and intentionality
• Employee Relations: Navigate complex employee situations with sound judgment, empathy, and legal awareness. Provide thoughtful guidance that protects the business and the individual simultaneously
• Change Leadership: Champion people-related transformation initiatives. Communicate change with clarity and conviction, build alignment across stakeholders, and help leaders bring their teams through transitions effectively
• People Team Investment: Actively contribute to the strength, culture, and continuous improvement of the People team itself. Share knowledge, collaborate across COEs, and show up as a champion for the function — not just your portfolio
• Program Execution: Drive the end-to-end execution of People programs across your client groups — performance cycles, engagement actions, compensation planning, and more — with precision and follow-through
• Builder Mindset: Identify gaps, design solutions, and build People infrastructure where it doesn't yet exist. Leave every client group — and the People team itself — better than you found it
• Consultative Expertise: Apply advanced analytical skills and deep People knowledge to diagnose business needs, recommend strategic solutions, and navigate complex people-related challenges. You don't just respond to what leaders ask — you help them see what they haven't asked yet
• Continuous Learning: Stay current on emerging HR trends, tools, and best practices. Actively seek new ways to improve how we operate and add value — to your client groups, to the People team, and to the organization as a whole