- Company Name
- Slice
- Job Title
- People Business Partner
- Job Description
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**Job Title**
People Business Partner
**Role Summary**
Provide strategic people partnership to senior leaders in a high‑growth environment, translating business priorities into effective HR actions that enhance performance, engagement, and organizational health across multiple functions.
**Expactations**
- Deliver proactive coaching and advisory services to G&A, Operations, and other functional leaders.
- Navigate complex people challenges during rapid scaling, including performance management, employee relations, and change management.
- Translate business goals into actionable people initiatives and partner cross‑functionally to roll them out.
- Use data, feedback, and insights to drive evidence‑based recommendations and continuous improvement in people processes.
**Key Responsibilities**
- Partner with leaders to design and execute organizational effectiveness, leadership capability, and team health strategies.
- Coach managers on performance management, feedback, employee relations, and complex decision making.
- Lead organizational change initiatives: team growth, structure evolution, and leadership transitions.
- Conduct talent planning activities: assess structure, level, gaps, succession needs, and recommend scalable solutions.
- Own core people cycles—performance reviews, compensation, promotion, and talent reviews.
- Coordinate with People Operations, Talent Acquisition, Compensation, Finance, and Legal to develop fair, consistent, and scalable programs.
- Manage projects from planning through implementation, ensuring alignment with business objectives.
**Required Skills**
- 5+ years as a People Business Partner in fast‑moving or scaling settings.
- Proven experience supporting leaders across multiple functions (G&A, Operations, GTM).
- Strong foundation in performance management, employee relations, talent development, and organizational effectiveness.
- Trustworthiness; ability to coach, advise, and influence senior leaders.
- Adaptability and sound judgment in ambiguous, change‑heavy contexts.
- Clear, empathetic communication for sensitive conversations.
- Hands‑on execution mindset balancing short‑term priorities with strategic initiatives.
- Expertise in organizational design, workforce planning, succession planning, and talent gap analysis.
- Project management proficiency, delivering initiatives from conception through execution.
- Data‑driven mindset, leveraging insights to inform people decisions.
- Comfortable handling performance, compensation, promotion, and talent review cycles.
**Required Education & Certifications**
- Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or equivalent.
- Certified Professional in HR (SHRM‑CP, PHR, CIPD, or equivalent) strongly preferred.