Senior Staff HR Business Partner

The Senior Staff HR Business Partner serves as a trusted partner to senior leadership, driving organizational effectiveness, talent outcomes, and execution of business priorities. This role requires strong judgment, the ability to navigate ambiguity, and a balanced approach to both strategic and operational work. This position supports Technology and Product organizations and partners directly with Vice Presidents and Senior Vice Presidents. The HRBP is expected to provide thoughtful recommendations, align decisions to company policy and business priorities, and build credibility with leaders across the organization. This role operates with a high level of independence and is expected to, at times, represent HR in leadership discussions, ensuring consistency in approach, decision-making, and standards.

Top Reasons to Apply:

Architect the Future of Tech & Product Leadership - Partner directly with VP and SVP leaders to shape organizational design and drive team effectiveness. You won’t just support the business—you’ll be a strategic architect for the teams building our core technology.

Lead the Evolution of AI-Driven HR - Move beyond manual processes by leveraging advanced data and AI tools to identify trends and scale manager effectiveness. In this role, you’ll use modern technology to drive high-speed, predictive decision-making.

High-Impact Autonomy with Executive Reach - Own your impact with the independence to represent HR in executive forums. You’ll provide the candid, high-judgment coaching and grounded guidance that directly shapes our leadership culture and business execution.

What You’ll Do:

• Partner with VP and SVP leaders across Technology and Product organizations to support team effectiveness, organizational structure, and business execution
• Provide practical coaching to leaders on performance management, team dynamics, and leadership effectiveness
• Own and drive core HR processes including performance management, calibration, succession planning, and workforce planning
• Partner with leaders to connect performance outcomes to promotions, compensation, and organizational decisions
• Support organizational design and team composition work, including role clarity, leveling, and alignment to business priorities
• Handle employee relations matters with sound judgment, ensuring decisions are well-documented, consistent, and aligned to company policy and compliance standards
• Assess risk and clearly articulate recommendations and rationale in complex situations
• Help leaders refine and elevate messaging to ensure communication is clear, professional, and aligned with company expectations
• Identify patterns, risks, and organizational themes and raise them with recommended actions
• Use data, insights, and modern tools, including AI, to analyze trends, identify patterns, and inform decisions related to talent, performance, and organizational effectiveness
• Leverage AI and available tools to improve efficiency, enhance manager effectiveness, and scale HR support through better communication, analysis, and decision-making
• Partner with cross-functional HR teams including Compensation, Legal, and Talent Acquisition to ensure coordinated execution
• Reinforce clear expectations, accountability, and consistent standards by helping leaders differentiate performance and address gaps directly
• Step in as needed to represent HR in leadership forums, providing clear guidance and maintaining consistency in decisions and messaging

What You’ll Bring:

• Strong judgment and decision-making skills, including the ability to assess risk and align actions wi