Sr. Manager, 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 key to achieving our mission. We encourage and support personal growth and career development, trust our team members with the flexibility and autonomy to do their best work, and believe in recognition for a job well done.

Our market-leading SaaS-based Global Employment Platform™ enables our customers to expand and grow into 180+ countries — without requiring entity or subsidiary setup. The technical opportunities you’ll experience here will have a positive impact on people and their livelihood around the world. Beyond the power of our platform, we never forget that behind every hire is a human being, which brings us to you.

If you have a passion for automation, are a deep innovator, and want to solve complex problems, consider G-P. Here, your knowledge and experience will be crucial to design and develop high-performing cloud-based software products using traditional Agile methodologies and modern frameworks.

Our promise to all employees is a clear and simple mantra - Opportunity Made Possible. Come expand your skills in new ways and experience the thrill of your best innovations becoming reality.

About the Role-

Sr. Manager, People Business Partner is both a strategic and hands-on role supporting the Finance and Legal organizations. The role is critical in advising and coaching the Leadership team, 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 Sr. Manager, 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 is a must. A true partner and leader in helping design, grow and scale the culture at G-P. This position will report to the Sr. Director, People Business Partner.

What you can expect to do:
● Become a trusted advisor and People Team front line for employees to answer queries about HR-related topics
● Build and foster relationships with leaders and employees across the organization.
● Support other culture, training, and development initiatives as needed.
● Handle employment-related inquiries from applicants, employees, and supervisors, referring complex and/or sensitive matters to the appropriate escalation.
● Partner with managers on performance management needs within their teams
● Conduct and participate in disciplinary meetings, terminations, and investigations, ensuring local compliance.
● Work with the COEs and PBPs on ad-hoc projects when needed.
● Partner with the 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
● Co-develop HR strategy, solutions and strategic workforce plans to enable the business and functional strategy and objectives in partnership with the Functional PBPs
● 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.
● 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
● 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

What we are looking for:
● Bachelor's Degree required
● Willingness to work flexible hours across time zones, as required for international business
● 5+ 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 high-growth, “remote-first” environments
● Technical and analytical fluency; data mindset approach
● Strong project management skills, a deep sense of accountability and ownership, an
outstanding customer-centric orientation
● Strong business acumen
● Systems thinker
● Ability to operate tactically and strategically
● Excellent communication skills
● Experience with Microsoft Office Suite, Workday, and Google Suite
● Ability to pay meticulous attention to detail, yet also see “the big picture”
● Creative thinking, and the ability to problem solve
● Highly reliable and organized
● Relationship building with employees and leaders across all levels of the organization
Preferred Qualifications
● 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