Senior People Business Partner, Salesloft

• 6+ years of progressive HR experience, including 4+ years as an HR Business Partner or equivalent supporting a technology or SaaS organization
• Experience partnering with department leaders on workforce planning, organizational design, and succession planning
• Strong ability to advise leaders from directors to the executive team on team design, growth, and people decisions, and to shape people strategy across functions
• Proven record leading leaders through large-scale organizational change, including business transformation, rapid scaling, or restructuring
• Experience guiding leaders through complex performance management cases and building frameworks others reuse
• Facilitation experience running talent and promotion calibration, and reinforcing growth and development with managers
• Demonstrated depth in employee relations: leading complex investigations, recommending outcomes, and executing terminations, with a focus on fairness, risk mitigation, and alignment with company values
• Experience analyzing engagement and workforce data, building business cases, and driving action plans through completion
• Experience mentoring or coaching other HR practitioners
• Hands-on use of AI tools in your work, and sound judgment on policy, privacy and ethical risk
• Excellent written and verbal communication, sound judgment, and discretion with confidential information

Desirable

• Embed in the business. Join your leaders' operating rhythm, including staff meetings, planning and reviews, so people strategy is part of how decisions get made. Learn the language, goals and metrics of the function you support and speak them fluently
• Own the partnership. Independently own embedded strategic partnership for your function. Identify employee relations and performance trends across functions, and shape proactive, values-aligned interventions before they become issues
• Talent strategy & workforce architecture. Partner closely with department leaders to design and execute forward-looking talent strategies, including workforce planning, organizational design, and succession planning
• Trusted advisor & coach. Act as a trusted partner to executives, directors, and front-line managers on team design, growth, and people decisions. Guide leaders at all levels through performance management cases, and build frameworks other partners can reuse
• Lead change. Provide expert guidance on large-scale change, including business transformation, rapid scaling, and restructuring. Consult on it, execute it, and build it as a repeatable system. Identify organization design issues leaders may miss and address the structural cause, not the symptom
• Lead calibration. Run talent calibration and review conversations for your entire population, lead promotion calibration, manage leadership communications, and make sure growth and development stay a priority for managers
• Drive engagement. Review engagement results with leaders at every level, align on action plans, and make sure they get done, including working directly with front-line managers
• Own employee relations. Lead our most complex employee relations matters, including investigations, recommended outcomes and terminations, with a focus on fairness, risk mitigation, and alignment with our values. Say the uncomfortable thing in the room when the data supports it, and coach other partners through their cases
• Evidence over ego. Analyze workforce trends and HRIS metrics to recommend data-driven action plans that improve engagement and retention. Build business cases for people initiatives in the function's own financial and operational terms. Bring data to every interaction and connect it to a narrative that gets people to move together. Seek and give feedback, and share lessons learned so the whole function improves
• Use AI with intent. Use AI tools in your daily work, advise on policy, privacy and ethical guardrails, and help shape how AI fits into our people strategy
• Partner with L&D. Use data to identify and drive learning and development opportunities, and build programs the business can scale without you in the room
• Mentor the team. Mentor and coach Associate and mid-level PBPs on employee relations, advisory skills and project delivery, and teach them to build a case for change from evidence rather than instinct
• Land people projects. Own and drive org-wide employee relations and performance projects and cross-team people projects, and make sure they are operationalized in the business, not only launched