Senior People Partner

Benefits

Parental leave

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Non-birth-parent leave

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Family-building benefits

• Fertility benefits: Not verified
• Adoption assistance: Not verified
• Surrogacy assistance: Not verified

Mental health support

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Relocation assistance

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Childcare support

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Learning budget

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Verification

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Salary

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401(k) match

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Market context

Median wage (BLS OEWS)

$81,650 national median

Projected growth (BLS Employment Projections)

+6.9% - Faster than average

91% above the BLS national median for human resources aggregate.

Matched to SOC 13-1071 - Human Resources aggregate by role bucket.

Source: U.S. Bureau of Labor Statistics, OEWS, May 2024 and Employment Projections, 2024-2034.

Schedule

Shift type

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Weekend work

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Application

Cover letter

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Assessment

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Deadline

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Where they hire

State eligibility is not yet verified.

About this role

Senior People Partner United States - New York About the role: We are looking for a strategic, commercially-minded Sr. HR Business Partner to support the leaders and teams driving our GTM and G&A functions-including Marketing, Partnerships, Finance, and Legal. This is a high-impact, relationship-led role. You will partner directly with our executive team members-as well as Director+ leaders across their organizations-to shape people strategy, drive organizational effectiveness, and ensure our commercial and G&A functions are set-up to innovate and scale in the AI era. You'll bring a sharp blend of business acumen, HR expertise, and data fluency-grounded in firsthand experience supporting senior executives and revenue-focused teams. Your center of gravity will be strategic partnership, org design, talent, and change-not day-to-day operations. You'll be the go-to People Partner for your business units and a key contributor to the broader People team. What you'll be doing: - Strategic partnership & org design - Act as a trusted thought partner to Directors, VPs, and Executives across G&A and GTM functions, translating business priorities into clear people plans-including org design, role architecture, and workforce planning to support growth and profitability goals. - Challenge and influence leaders with a solution-oriented mindset; join and facilitate leadership forums and planning sessions to bring a people lens into decision-making and connect people strategy to business outcomes, not just HR process. - Talent, performance, and succession planning - Drive end-to-end talent management processes-performance reviews, calibration, talent assessments, and succession planning-using people data (performance, attrition, engagement, exit feedback) to identify

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