Director, People Business Partner

At G-P, our mission is to break down barriers to global business, enabling opportunities for everyone, everywhere. With remote-first and diverse teams all around the world, our people are the key to achieving this mission. That’s why we trust our Dream Team members with the flexibility and autonomy to do their best and most innovative work, encourage and support their personal growth and career development, and believe in recognition for a job well done.

The work you’ll be a part of here will have a positive impact on people and their work/life possibilities around the world. Our industry-leading SaaS-based Global Employment Platform™ enables our customers to expand and grow into 180+ countries, creating more opportunities for global success – without requiring entity or subsidiary setup. Beyond the power of our platform, we never forget that behind every hire is a human being. And that brings us to you.

Beyond a competitive compensation and benefits package, what we offer to all employees is the clear and simple promise of Opportunity Made Possible. Come expand your skills in new ways and experience the thrill of impacting the way the world works, today and in the future.

About the Role-

Director, People Business Partner is both a strategic and hands-on role globally for the Marketing and Revenue teams supporting the Chief Revenue Officer and Chief Marketing Officer. The role is critical in advising the Leadership team on organizational design, leadership coaching, executing on our people initiatives and driving functional operational excellence and process improvement. The ideal candidate for this role has successfully supported leadership teams at large and small organizations globally. As a Director, People Business Partner you will work closely with senior leaders across teams developing and executing People strategies to drive innovation, growth and organizational effectiveness. The ability to identify, develop and address the people's implications of our Revenue and Marketing team strategies is a must. A true partner to leadership in helping design and grow the right org structures in the strategic locations globally and to scale the culture at G-P.

This position will report to the Sr. Director, People Business Partner.

What you can expect to do:

• Partner with the Marketing and Revenue Leadership Team to identify, develop and drive key initiatives such as leadership development, talent/performance management, change management, workforce and succession planning, talent acquisition, employee and career development, performance management, rewards and recognition, and coaching
• Develop HR strategy, solutions and strategic workforce plans to enable the business and functional strategy and objectives
• Astute ability to balance the needs of the business and the goals of the company; Proven ability to embed oneself as part of the client leadership team and maintain HR objectivity
• Leverage workforce analytics and strategic planning to develop talent strategies that identify and solve business issues, help build the right team structure with well-thought through location strategies
• Develop robust talent management plans and drives culture and change initiatives to attract, retain, develop, and engage talent in critical roles
• Coach leaders at various levels on complex leadership and talent issues including development, engagement, and elevating performance and issues which could have the potential to create a competitive advantage for the business
• Build organizational capability through development and/or facilitation of appropriate senior leadership teams (i.e., team effectiveness, goal development and alignment, manager capability, etc.)
• Lead process and program improvement initiatives to drive cross-functional HR.
• Designs and executes retention and engagement strategies to continually develop and retain high performer and high potential talent.
• Change Leader: Serve as influencer and advisor to business leaders on how to build and maintain an effective organization and how to drive and effectively lead change.
• Drives team effectiveness practices, including leadership coaching, team styles and decision making, and competency development to improve organizational effectiveness.
• Partners effectively with senior leaders across the organization to drive the cross-pollination of talent, ideas, and resources to help the business achieve their objectives.
• Works in conjunction with other organizational and people development departments such as Learning & Development, Talent Acquisition, Compensation and Benefits to support and improve functional collaboration and drive business results.
• Facilitate organizational diagnosis and metrics to drive organizational effectiveness through talent and organizational capabilities and culture
• Partner closely with Finance and Talent Acquisition organizations on fiscal and talent and headcount planning
• Responsible for company-wide People team projects or initiatives. May serve as the Project Lead working with other People team colleagues and key leaders to develop, implement, and make improvements to People related processes and key initiatives
• Primary business partner and HR point of contact for the Revenue and Marketing organizations.

What we are looking for:

• Bachelor's Degree required
• 10+ years of experience in Software or Technology industry
• 7+ years of human resource business partner experience supporting various functions
• Experience having worked in both smaller companies as well as large complex ones preferred
• Experience with managing People strategies in the high-growth, “remote-first” environments
• Experience with supporting global Revenue teams

Preferred Qualifications

Preferred if candidate has a Master's Degree or MBA in HRM

• Ability to understand complex business goals and recommend new approaches, practices and procedures to achieve continual improvements in business outcomes, employee productivity and engagement along with development of People team within the company
• Ability to work across cultural and geographical boundaries, and build HR approaches that deliver value across diverse global markets
• Must be comfortable and able to thrive in ambiguous and high growth environments, and be able to engage and drive value pro-actively
• Ability to influence with and without reporting authority
• Ability to solve problems and identify root causes of various complex issues, design quickly implement solutions across multiple disciplines, at times beyond HR solutions
• Track record of success in creating and driving effective performance management, employee relations, recognition programs, and career development programs
• Strong solutions’ focus and being comfortable working in an environment which demands strong deliverables along with the ability to identify problems and drive appropriate solutions
• Must be able to effectively build trusted relationships at all levels of the organization and manage multiple priorities simultaneously
• An enthusiastic team player with excellent self-management and interpersonal skills, and a strong drive to move the business forward
• Passion for innovative HR solutions and process improvement
• Ensure that Human Resources policy and advice to client group is in accordance with employment law, and best practice

Compensation-

The annual gross base salary range for this position is $152,000 to $190,000. Actual compensation for this position may vary and will depend on multiple factors including relevant qualifications, experience, education and geographic location. This position is also eligible for an annual bonus dependent on various factors, including and without limitation, individual and company performance in addition to base salary.

Benefits –

G-P values its employees and offers excellent benefits and perks including generous paid parental leave, Flexible time off, flexible spending accounts, etc., medical Insurance, dental Insurance, Vision Insurance, sabbatical after 5 years of service and more.

We will consider for employment all qualified applicants, including those with arrest records, conviction records, or other criminal histories, in a manner consistent with the requirements of any applicable state and local laws, including the City of Los Angeles’ Fair Chance Initiative for Hiring Ordinance, the San Francisco Fair Chance Ordinance, and the New York City Fair Chance Act.