People Business Partner

Two Chairs is building a new kind of mental health system based on the idea that the status quo isn’t good enough. Industry-best clinician experiences, better client outcomes, groundbreaking innovation, and access to the highest quality care are how we’ll raise the bar for the entire industry. With that, we're excited and honored to have been recognized as a 2024 Great Place to Work, 2024 Fortune Best Workplaces in the Bay Area, and 2023 San Francisco Business Times Bay Area Best Places to Work.

Diversity, equity, and inclusion are the principles guiding how we build our business and teams. We encourage interested candidates from diverse backgrounds to apply even if they don't think they meet every expectation of the role.

About the role
The People Business Partner serves as a consultant on all HR-related matters at Two Chairs, including employee engagement and experience, performance management, capacity building and talent development, and organizational effectiveness. This person is an employee champion, leadership coach, strategic partner, and change agent. The People Business Partner manages and resolves complex employee relations issues, guides on and assists in performance improvement, works closely with leaders and employees to improve work relationships while modeling and building our culture to enhance quality outcomes and retention. 

You’ll play a key role in creating alignment between Two Chairs’ business strategy and its people and talent strategies through close partnerships with leaders at all levels of the organization, trusting relationships with employees, and deep expertise in all People team functional areas.

The People Business Partner will be a member of Two Chairs’ People team and will report to the Director of People & Programs.

Core Areas of Responsibility

Employee Engagement & Experience (30%)

• Oversee engagement and employee experience strategy, contributing expertise and informing strategy for cross-functional efforts.
• Collect and analyze employee engagement and experience data to inform the development and/or improvement of our broader employee experience and engagement strategy.
• Partner with People Operations and cross-functional teams to design the onboarding experience for new HQ employees.

Talent Development & Performance (40%)

• Partner with the Director, People & Programs to design and execute effective talent development and performance management strategies.
• Administer performance and merit review processes.
• Collaborate to design manager enablement training programs that meet the needs of our leaders.
• Partner cross-functionally to create and execute succession planning and high-potential development framework.
• Contribute to strategy and implementation of learning & development efforts across the company.

Organizational Effectiveness & Workforce Planning (30%)

• Provide workforce planning guidance to leaders, including organizational design and development, job design, and career path guidelines while partnering with Talent Acquisition
• Conduct start and stay interviews with employees
• Provide expertise and support in navigating employee relations concerns
• Uphold policies and procedures in compliance with applicable local, state, and federal laws
• Assist with writing and disseminating company-wide communications 

Impact and Success Indicators 

Where you’ll make an impact in the first 90 days:

• Learn the strengths and needs of our teams
• Establish and maintain deep trust with leaders and teams across the company
• Become an expert in our culture, policies, systems, and practices

 Where you’ll make an impact in the first year:

• Lead and manage our biannual performance and engagement processes
• Contribute deep People Partner expertise in cross-functional workstreams in pursuit of our company objectives, particularly within our part-time Clinical population

 You’ll be successful if you have:

• Extensive working knowledge of multiple human resources disciplines, including compensation practices, organizational effectiveness, employee relations, DEIB, performance management, policies, and applicable local, state, and federal employment regulations.
• Prior experience working and applying HR principles throughout an organizational system including developing, maintaining, and improving processes to achieve greater efficiencies and performance.
• Demonstrated analytical skills and ability to interpret and communicate data and use it to inform programs, policies, and processes.
• Excellent customer service skills, including understanding employees’ and managers’ needs, offering solutions, and following up to ensure success.
• Initiative and drive to continuously improve processes and systems.
• Experience and comfort level working in a fast-paced and ambiguous environment.
• Solid project management skills,, including attention to detail, and excellent organization skills.
• Demonstrated problem-solving ability.
• Proven ability to work effectively in teams and with individuals at all levels within an organization; understanding of cultural contexts and using culturally sensitive practices.
• Experience managing several tasks and priorities and working independently;  a self-starter.

Compensation & Benefits

The salary range for this full-time, exempt role is $110,000 - $150,000. The final offer is dependent on qualifications and experience. New hires can reasonably expect an offer between $110,000 and $130,000.

Additional perks and benefits:

• Equity in a high-growth start-up
• Paid time off, including nine paid holidays and an additional Winter Office Closure from Christmas Day (Observed) through New Year's Day
• Comprehensive medical, dental, and vision coverage
• One-time $200 Work from Home reimbursement
• 401(k) Retirement savings options
• Annual $1,000 Productivity & Wellness Stipend to support your personal and professional goals
• Annual $500 subsidized company contribution to your healthcare FSA or HSA
• Paid parental leave

Outreach Notice to Applicants

We are thrilled that you’re interested in joining our team! To ensure a consistent and equitable hiring process for all candidates, we kindly ask that you refrain from reaching out to current employees regarding the role, your application, or the interview process. Our talent acquisition team is committed to carefully reviewing all applications and will reach out directly if they decide to move forward.

All applicants must be authorized to work for ANY employer in the U.S. We are unable to sponsor or take over sponsorship of an employment Visa at this time.