The People Partner supports business-specific execution of culture, engagement, and people practices. It coordinates with regional HR roles in support of the business unit/functions it supports. Within the US, this role is responsible for end-to-end management of employee relations, risk, and workplace issues (within the US), while also bridging: Upstream (strategy, risk identification, pattern recognition) and Downstream (case execution, manager support, local implementation).
The People Partner operates as:A trusted advisor to managers; A hands-on executor of employee relations (ER) processes; A translator of company-wide programs into local business reality.
1. Employee Relations Case Management & Risk Mitigation (U.S.)
Own and manage end-to-end ER cases, (US) including:
performance issues
workplace conflicts
investigations
terminations
Partner with Legal and HR leadership on complex or high-risk cases
Ensure consistent, compliant, and timely resolution
Identify patterns and emerging risks
2. Manager Advisory & Decision Support
Provide real-time guidance to managers on: performance management and employee issues
Coach managers: handle situations consistently and build confidence in people management. Increase manager capabilities over time.
3. Business-Aligned Culture & Engagement Execution
Translate company-wide engagement and culture initiatives into business-level execution
Partner with business leaders to:identify engagement gaps and implement targeted actions
Support:team-level engagement efforts; local culture initiatives; follow-up on survey insights (eNPS, etc.)
4. Program Execution & Local Implementation
Support execution of core HR programs, including: performance management cycles; compensation processes; and engagement initiatives
Ensure programs are: implemented consistently and adapted appropriately for business needs
5. Workforce Insights & Organizational Awareness
Maintain awareness of: attrition trends; team structure and dynamics; capacity and workload signals
Provide input to: Site Leads; HR leadership; & Transformation teams
5+ years of progressive HR, People Partner, HR Business Partner, or Employee Relations experience, with demonstrated ownership of complex employee relations matters.
Strong experience managing U.S.-based ER cases, including performance concerns, workplace conflicts, investigations, accommodations, and terminations.
Working knowledge of U.S. employment laws, compliance practices, risk mitigation, and employee relations best practices.
Proven ability to coach and advise managers through sensitive employee situations with sound judgment, consistency, and discretion.
Experience partnering with Legal, HR leadership, business leaders, and regional HR teams on complex or high-risk people matters.
Demonstrated ability to identify trends, surface organizational risks, and translate insights into practical manager guidance or business action.
Experience supporting execution of core people programs such as performance management, compensation cycles, engagement initiatives, and culture-building efforts.
Ability to balance strategic awareness with hands-on execution in a fast-paced, evolving business environment.
Strong communication, documentation, problem-solving, and stakeholder management skills.
Experience working in a distributed, multi-site, or global organization preferred.
Experience working in a technology company or supporting technology client groups strongly preferred.
Granicus
Moss Adams
Moss Adams
Veeva Systems
Granicus
Sonatype
Sonatype
Sonatype