HR Business Partner

Accountabilities:: Serve as a strategic HR partner to leaders across multiple business units and legal entities, advising on organizational design, workforce planning, talent strategy, and people priorities. Lead complex employee relations matters from investigation through resolution, including performance concerns, workplace conflicts, and separations, while maintaining consistent and compliant practices across jurisdictions. Own the performance management lifecycle, including goal setting, mid-year and annual reviews, calibration, performance improvement plans, and manager coaching. Advise managers and senior leaders on employment practices and compliance considerations, partnering with legal counsel and external advisors when appropriate. Develop and scale HR programs focused on employee engagement, retention, workforce planning, and organizational effectiveness across businesses with different sizes, maturity levels, and cultures. Analyze people metrics such as turnover, engagement, and performance distribution to identify trends, risks, and opportunities for proactive intervention. Partner with Total Rewards and Payroll to support competitive and compliant compensation and benefits practices across regions. Coach and develop people managers on leadership, feedback, performance conversations, and change management. Support organizational change, restructuring, and post-acquisition integration initiatives with clarity, consistency, and care. Act as a culture champion, helping integrate acquired teams and reinforce shared values across a distributed, multi-entity organization. Lead or contribute to cross-entity HR projects, ensuring people strategies and processes are executed consistently at scale. Support M&A activity through integration planning, organizational alignment, and harmonization of HR practices across newly acquired businesses. Requirements: 7+ years of progressive HR Business Partner experience, including at least 2–3 years supporting multi-entity, multi-country, or otherwise complex organizations. Demonstrated experience leading employee relations investigations and managing complex performance-related processes. Working knowledge of employment practices and HR compliance considerations across the US, Canada, UK, and New Zealand, or a proven ability to quickly develop expertise in new jurisdictions. Experience advising senior leaders at Director level and above as a strategic HR partner. Strong communication, conflict-resolution, coaching, and stakeholder-management skills. Ability to balance employee advocacy with sound business judgment and organizational priorities. Demonstrated ability to operate effectively in ambiguous, fast-changing environments with competing priorities. Strong understanding of performance management, organizational effectiveness, workforce planning, and change management. Experience using people analytics and workforce data to identify trends and inform HR strategy. High level of discretion, professionalism, and judgment when handling sensitive and confidential matters. Experience supporting HR within a private equity-backed organization, holding company, or multi-business-unit environment is preferred. Experience supporting M&A initiatives, including integration planning and harmonization of HR practices, is a plus. Experience standardizing HR policies, processes, or HR systems across multiple acquired entities is desirable. Familiarity with payroll, benefits, and compensation practices across North America, the UK, and ANZ is beneficial. Background in SaaS, technology, or professional services environments is preferred. SHRM-SCP, SPHR, or an equivalent HR certification is a plus. Bachelor's degree or equivalent professional experience. Benefits: Fully remote position within the United States. Comprehensive health coverage beginning on the first day of employment. 401(k) plan with company matching: 1:1 match on the first 3% of contributions and 0.5:1 on the next 2%, for a potential 4% match when contributing 5% of salary. Pre-tax and Roth retirement contribution options. 401(k) eligibility beginning the first of the month after 90 days, with immediate vesting. Flexible, uncapped paid time off. 12 weeks of paid parental leave for all employees. $75 USD monthly stipend for phone and internet expenses for remote employees. Generous holiday schedule. Opportunity to work across a diverse portfolio of businesses and international teams. High-impact role with significant exposure to organizational strategy, M&A integration, and senior leadership. Opportunity to shape scalable HR programs and people practices across a growing multi-entity organization. Collaborative environment focused on employee development, organizational growth, and long-term impact.