Senior Human Resources Business Partner in New York at Jobgether

This position is listed on behalf of a partner company, who manages all applications and next steps. Our partner is looking for a Senior Human Resources Business Partner based in United States.

This is a strategic and hands-on HR leadership opportunity within a fast-growing, high-accountability technology environment.
You will help build the people foundation required to scale effectively while maintaining a strong culture and high standards of performance.
Working closely with executives and leaders across Engineering, Go-to-Market, and Operations, you will connect people strategy directly to business priorities.
You will coach managers, strengthen organizational effectiveness, and build scalable programs across the employee lifecycle.
The role combines strategic advising with practical execution, from organization design and workforce planning to performance management and employee relations.
You will have significant ownership in shaping culture, manager effectiveness, compensation frameworks, and People Operations infrastructure.
Success will require sound judgment, urgency, discretion, and the ability to create structure without adding unnecessary complexity.

The Senior Human Resources Business Partner will serve as a trusted partner to leaders and employees while owning the people programs, operating rhythms, and organizational practices that support sustainable growth.

• Partner with leaders across Engineering, Go-to-Market, and Operations to translate business priorities into people strategies, workforce plans, organization design, and team-health initiatives.
• Coach managers on setting expectations, providing candid feedback, recognizing strong performance, addressing underperformance, and building high-performing teams.
• Own and continuously improve the employee lifecycle, including onboarding, performance management, promotions, professional development, and offboarding.
• Lead core People programs such as performance reviews, calibration, engagement and feedback mechanisms, manager enablement, and employee communications.
• Help define and reinforce a culture centered on ownership, urgency, rigorous execution, kindness, candor, and accountability.
• Partner with executives and hiring managers on compensation, leveling, and promotion decisions, ensuring frameworks are competitive, transparent, and consistently applied.
• Serve as a trusted and confidential resource for employees and managers, handling employee relations, conflicts, and sensitive situations with discretion and sound judgment.
• Build scalable People Operations infrastructure, including policies, HRIS practices, compliance documentation, and practical manager resources.
• Partner with Talent Acquisition to strengthen hiring processes, interviewing practices, and candidate experience while maintaining a high hiring bar.
• Ensure people practices remain compliant as the organization grows across jurisdictions, engaging external legal counsel or specialized partners when appropriate.
• Assess organizational and cultural needs through conversations with leaders and employees and translate findings into practical improvements.
• Establish and improve performance-management and feedback practices, providing managers and employees with clear guidance and tools.
• Develop scalable resources for feedback, performance, career development, promotions, and difficult conversations.
• Lead company-wide performance and calibration cycles and support clear, data-informed talent decisions.
• Build and maintain a People roadmap aligned with organizational goals, growth plans, and evolving talent priorities.
• Measure the effectiveness of culture, manager enablement, and employee experience initiatives and continuously improve them.

Requirements:

The ideal candidate is an experienced HR or People leader who can operate strategically with executives while remaining comfortable handling detailed, hands-on work in a rapidly changing environment.

• Significant HR Business Partner or People leadership experience in a high-growth, high-accountability startup environment.
• Experience in technology, AI, data, or another fast-moving and complex business environment is strongly preferred.
• Demonstrated experience building and scaling people programs, including performance management, manager enablement, employee engagement, compensation, leveling, and employee lifecycle operations.
• Strong business judgment and the ability to connect people initiatives directly to company priorities, team effectiveness, and measurable business outcomes.
• Proven ability to operate independently and create practical structure in ambiguous environments without overengineering processes.
• Demonstrated credibility and strong relationship-building skills with executives, managers, and individual contributors.
• Excellent communication skills, with the confidence to challenge leaders constructively, provide difficult feedback, and navigate sensitive conversations.
• Strong knowledge of employment law and HR compliance fundamentals, including the judgment to recognize when external counsel or specialized expertise is required.
• Ability to move comfortably between strategic organizational planning and hands-on employee or manager support.
• Strong discretion and confidentiality when handling sensitive employee and organizational matters.
• High standards for follow-through, operational excellence, ownership, and measurable impact.
• Adaptable, resourceful, and resilient approach to solving complex people and organizational challenges.
• Strong collaborative mindset with a commitment to direct, respectful, and transparent communication.
• Ability to work with urgency, learn quickly, and continuously improve people practices as the organization evolves.

Benefits:

• Fully remote work environment.
• Opportunity to play a foundational role in building and scaling the People function within a high-growth technology company.
• Significant influence over culture, performance management, organizational development, and employee experience.
• Close partnership with executives and leaders across multiple business functions.
• High degree of ownership and autonomy in shaping People programs and operating practices.
• Opportunity to build scalable HR infrastructure and manager resources from the ground up.
• Exposure to a fast-moving environment at the intersection of technology, AI, and data.
• Culture focused on integrity, resourcefulness, speed, kindness, candor, collaboration, accountability, and continuous improvement.
• Opportunity to make a measurable impact on organizational performance and employee success.