Senior Human Resources Business Partner, Upstart

• BA/BS degree or equivalent professional experience
• 6-10+ years of Human Resources experience (HRBP, HR generalist, employee relations)

Desirable

• Upstart’s HRBP team is a critical partner to the business, helping leaders build high-performing teams in a fast-paced environment. We operate with a strong bias for action, partnering with leaders to address day-to-day organizational priorities while driving consistency across core People programs
• Our team is focused on building trusted relationships, elevating manager effectiveness, and delivering practical solutions that enable teams to do their best work
• As the Senior HR Business Partner at Upstart, you will partner closely with leaders to support day-to-day business and organizational priorities. From frontline manager coaching and performance management to employee relations and team effectiveness, you will provide hands-on support that helps leaders navigate people-related decisions with confidence
• You will partner closely with the Lead HRBP and business leaders to drive strong team performance and a consistent employee experience as these organizations continue to scale
• As a member of our People org, you will contribute to company-wide People programs and initiatives, including performance management, employee engagement, and other core processes that support a high-performing and inclusive workplace
• Coach and advisor: Advise and consult with managers and leaders as they continue to scale. From org design, to talent development, act as a trusted thought partner and coach
• Performance management: Partner with managers to identify high performers and help them grow with Upstart; and to work through low performance management to maintain our high performance bar
• Employee relations: Oversee and resolve employee relations issues of varying complexity by conducting thorough and objective investigations, interpreting and applying Upstart policy and making recommendations
• Manager support: Build relationships with managers to ensure their confidence and trust in the HR team; offer practical guidance and tools to improve manager effectiveness
• Project and program support: Support core HR programs, processes and initiatives such as performance cycles and employee engagement surveys
• Solve problems: Be an adaptable problem solver, liaising between the HRBP team and the business to achieve the best outcomes for the organization. Provide thoughtful and appropriate counsel, striking a balance between long and short term business needs