Senior People Partner, G&A

Horizon3.ai

. Serve as a trusted advisor to G&A executives and translate global expansion priorities into organizational structures, leadership capabilities, and talent plans .

Posted 9/29/2026full-timeRemote • United StatesSenior💰 $142,000 - $185,000 per yearWebsite

Core Competencies

Role fit

Core Competencies

Use this summary to align your resume positioning with the role.

Demonstrates extensive HR experience with a focus on organizational design, talent development, and performance management in a technology-driven environment. Proven ability to partner with executives and guide organizational change while leveraging data to inform strategic decisions.

Highest-signal resume keywords

Organizational DesignTalent DevelopmentChange ManagementPerformance ManagementHR Business Partnering

ATS Keywords

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Applicant Tracking System Keywords

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Hard Skills

Workforce PlanningSuccession PlanningData AnalysisLeadership DevelopmentEmployee Relations

Soft Skills

CoachingBusiness AcumenSound JudgmentInfluencingNavigating Ambiguity

Industry Keywords

Global ExpansionCorporate FunctionsTechnology CompanyPerformance ManagementInternational Growth

About the role

Key responsibilities & impact

Serve as a trusted advisor to G&A executives and translate global expansion priorities into organizational structures, leadership capabilities, and talent plans
Lead organizational design for global corporate functions, defining centralized, regional, and local responsibilities
Partner with Finance, Legal, IT/Security, and People Ops on capabilities and staffing for market and entity expansion
Build workforce plans, prioritize critical roles, evaluate talent locations, and sequence hiring
Help evolve G&A operating models for a larger global footprint
Coach executives and managers on leading globally distributed teams and maintaining consistent performance expectations
Guide organizational change, including leadership layers, regional responsibilities, reporting relationships, and ownership transitions
Lead talent reviews and succession planning
Drive consistent, business-impact-focused performance management across geographies
Use workforce, retention, engagement, and performance data to identify constraints and organizational risks
Partner with People Ops, Legal, and regional experts on employee relations, compensation, and local employment considerations
Partner with Talent Development and People Ops on onboarding and manager development programs

Requirements

What you’ll need

7–10+ years of progressive HR experience
Substantial HRBP experience in a technology company through high-velocity growth and global expansion
Experience helping corporate functions build talent, leadership, and organizational capacity for new markets and international growth
Strong organizational design experience, including defining global versus regional responsibilities and clarifying decision-making ownership
Experience advising CFOs and other senior functional leaders
Business acumen and confidence to challenge assumptions, navigate tradeoffs, and influence decisions
Strong coaching and change management skills
Experience guiding leaders through international team growth, leadership transitions, and organizational responsibility changes
Track record of strengthening performance, succession planning, and leadership development
Ability to turn workforce and business data into clear recommendations and identify risks early
Sound judgment, comfort with ambiguity, bias for action, candor, discretion, and follow-through
Legal authorization to work in the United States

Benefits

Comp & perks

Equity package in the form of stock options for all full-time roles
Health insurance for you and your family
Vision insurance for you and your family
Dental insurance for you and your family
Flexible vacation policy
Generous parental leave
Career development opportunities
Collaborative and innovative work environment
Fully remote work arrangement
Global team and department offsites/QBRs