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Core Competencies
Role fitCore Competencies
Use this summary to align your resume positioning with the role.
Demonstrates expertise in HR business partnering, performance management, and organizational development, with a strong focus on employee relations and change management. Capable of designing impactful people programs and leveraging AI tools to enhance team performance and culture in a distributed work environment.
Highest-signal resume keywords
HR Business PartneringPerformance ManagementChange ManagementEmployee RelationsManager Enablement
ATS Keywords
Tailor your resumeApplicant Tracking System Keywords
Tip: use these terms in your resume and cover letter to boost ATS matches.
Hard Skills
Organizational DevelopmentProgram DesignData-Driven Decision MakingCompensation and RewardsLearning and Development
Soft Skills
JudgmentCoachingCommunicationCollaborationAdaptability
Tools & Technologies
AI ToolsRipplingHRIS
Industry Keywords
High-Growth CompanyEmployee RelationsDistributed TeamsEmployment LawManager Training
About the role
Key responsibilities & impact- Partner with managers and leaders on team health, performance, and growth
- Run regular manager check-ins and coach managers on leading their teams
- Build and run manager enablement toolkits, training, and resources
- Partner with the People Operations Lead on the AI-native, evidence-based performance process, from design through manager support and calibration
- Support leveling, promotion practices, expectation-setting, and team development
- Partner with managers and new hires through the first 30, 60, and 90 days
- Own employee relations for supported managers and teams
- Handle sensitive moments and conversations with long-term judgment
- Help build culture in a distributed, services-based company, including remote work principles, connection, and team rituals
- Build the learning and development approach with external skills-training partners
- Run listening mechanisms and turn feedback into action
- Build and run people programs and policies from design through rollout
- Identify patterns across managers and teams and create proactive action plans
- Lead change management and drive adoption of new programs and policies
- Tie people programs to business outcomes and show their impact
- Advise on team structure, role design, and workforce planning with People Operations and Finance
- Partner with Talent on leveling and onboarding senior hires, and with account and staffing leads on growth paths
Requirements
What you’ll need- 7+ years in HR business partnering at a high-growth company
- Depth of experience in performance management, organizational development, and manager enablement
- Depth in employee relations, with the judgment to know when to bring in the right expertise
- Evidence-based approach using data and specifics to make and defend people decisions
- Record of designing programs that stick and iterating thoughtfully and quickly
- Change management experience that drives adoption
- Business acumen and ability to tie people work to outcomes
- Fluent with AI tools in your own work, with a point of view on how they change people programs
- Experience supporting distributed teams across countries, with working knowledge of employment law in supported locations
- Experience building manager training or a learning and development program from scratch
- Exposure to compensation and rewards, such as leveling, bands, and compensation cycles
- Experience with Rippling or a comparable HRIS
Benefits
Comp & perks- Equity
- Intellectual growth, learning, and being challenged in a supportive environment