People Business Partner Director

3 нед. назад

United StatesCanadaWorldwideDirectorRemote

Lead strategic HR partnership and change management for senior executive leadership in the GTM organization.

Требования

10+ years of progressive HR/People experience, including at least 3–5+ years in a senior HRBP or People Partner role supporting executive leadership (VPs and C-suite) supporting GTM functions in fast-paced tech or venture-backed growth environments.
Demonstrated track record of supporting globally distributed, remote, or multi-cultural teams across the Americas and EMEA regions.

Другое

At , we know brilliance is evenly distributed around the world, but opportunity is not. For over 10 years, has connected its customers with top global, remote technical talent from over 135 countries with the majority residing in emerging markets like Africa and Latin America.
As one of the world’s largest talent marketplaces, gives companies greater flexibility to quickly deploy qualified technologists. With talent highly skilled in advanced technologies to support Application Development, Artificial Intelligence, Cloud & DevOps, Data Engineering, and much more, customers experience 33% faster project delivery. The company’s exclusive AI-powered platform, Talent Cloud , is the industry’s only unified platform managing the complete global talent lifecycle and enables customers to fill individual roles or engage fully managed teams up to 66% faster.
is on the precipice of two breakout industry transformations: one in staffing/hiring and the other in software development, both accelerated by generative AI.
Are you exceptional and hungry to work in a scaling business through transformation and growth? Join us and change the world.
As a People Business Partnering Director, you will serve as a strategic trusted advisor and change leader for senior executive leadership within the GTM organization and others as directed.
In this high-impact role, you will align business objectives with global people solutions, shaping talent strategy, organizational design, leadership development, Employee Relations and workforce planning in a fast-paced, remote-first global ecosystem.
As an Andelan, you’ll serve as a role model for the rest of the company, you do not need to manage people to be a leader at ! Think about the feedback your peers typically give you – if it usually sounds like the below, we want to hear from you.
Low ego, low drama : You share credit, take blame. You like being wrong because it means someone else had an even better idea.
One team mentality : You break silos across teams. You put the company and mission first above your team alone.
Great listener, hungry for feedback: You’re always seeking to improve – our product, our business, yourself. You solicit diverse opinions and deeply listen.
Owner, not renter: You see a problem, you fix it or find someone who will. The buck stops with you.
Team-player: You roll up your sleeves and get scrappy. You do this by proactively collaborating with your team while actively engaging in important details that matter.
Business problem solver : You’re not just a functional expert; you consistently get praise for approaching your function through the lens of solving business problems.
Act as a strategic advisor and thought partner to VPs, C-suite executives, and functional leaders to align talent strategies directly with organizational growth objectives.
Deliver 1:1 leadership guidance to elevate management capability, team performance, and leadership resilience across global remote teams.
Drive data-informed talent insights using HR metrics (attrition, engagement, performance distribution) to diagnose organizational health and proactively resolve business bottlenecks.
Partner with functional executives to lead head-count planning, team restructuring, job architecture, and strategic workforce allocations to support global scaling.
Assess organizational effectiveness and design agile team structures that support distributed remote work across multiple time zones.
Help drive mid-year and annual performance management cycles, 360-degree talent reviews, and merit/compensation reviews within your aligned business functions.
Establish a high-performance culture by coaching managers on constructive feedback, performance interventions, and developmental planning.
Facilitate talent assessments to identify top talent, emerging leaders, and targeted retention risk areas.
Evaluate employee engagement survey results, lead qualitative discovery, and partner with leaders to execute targeted action plans.
Preserve and advance ’s vibrant, remote-first culture across diverse international teams and geographies.
Serve as the senior point of contact and escalation for complex employee relations issues, leadership conflict resolutions, and compliance matters for your functions.
Maintain knowledge of international and US labor standards, partnering with Legal and People Operations to minimize risk and enforce compliant workplace practices.
Strategic Acumen & Business Literacy: Ability to understand financial metrics, go-to-market strategies, and tech product cycles to deliver commercial People solutions. You also will have prior experience with sales incentive strategy.
High EQ & Influence: Outstanding emotional intelligence, active listening, and negotiation skills to influence senior executives and navigate complex interpersonal dynamics.
Analytical & Data-Driven Mindset: Aptitude for synthesizing HR data, engagement metrics, and workforce analytics into compelling narratives and actionable strategic plans.
Agility & Change Management: Proven experience guiding organizations through periods of rapid scale, restructuring, or change management with clarity and empathy.
Tech Tooling: Comfort operating in modern HR tech environments (e.g., HiBob, Ashby, Google Workspace, Slack).
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