HR Business Partner

Responsibilities

• Partner closely with the executive team to align Beacon’s people strategy aligned with business priorities and execution - both at the parent level of Beacon, in addition to the businesses Beacon partners with.
• Build and drive annual or multi-year people, org, and talent strategies tied to business goals.
• Advise leaders on talent planning, retention, leadership capability, and change management.
• Coach managers and leaders on performance management, feedback, development planning, employee engagement, and leading through change.
• Own or support employee relations matters, including performance issues, conflict resolution, and sensitive employee concerns.
• Run or improve core people programs such as onboarding, performance cycles, review processes, manager calibrations, compensation planning, engagement surveys, and career frameworks.
• Oversee and improve end-to-end People Operations across the workforce lifecycle, from candidate and hiring operations through onboarding and offboarding.
• Own workforce data integrity and operational controls, including documentation, auditability, and readiness for compliance or SOX-relevant requirements.
• Oversee People systems and vendors, including ATS, HRIS, onboarding, payroll, and benefits tools, ensuring reliability and strong handoffs.

Qualifications

• 7–12+ years of progressive HR / People experience, including significant experience in HRBP or People Operations roles; one role specifically asks for leadership of complex global teams.
• Bachelor’s or Master’s degree preferred, especially in an HR-related field, or equivalent experience.
• Strong business acumen and the ability to translate business strategy into people, org, and talent decisions.
• Proven experience partnering with senior leaders, executives, founders, or C-suite stakeholders on complex organizational and people topics.
• Deep knowledge across core HR disciplines such as talent management, org design, employee relations, performance management, retention, and change management.
• Strong analytical and data orientation, including interpreting people data, identifying trends or risks, and using insights to influence decisions.
• Experience designing or improving org structures, talent strategies, and workforce planning to support scale, speed, and reduced friction.
• Experience leading organizational change and building change leadership capability in others.
• Strong relationship-building and influence skills across HR, cross-functional partners, leadership teams, managers, and employees.
• Excellent judgment, emotional intelligence, tact, calm under pressure, and the ability to navigate sensitive situations with trust and empathy.
• Ability to thrive in fast-paced, ambiguous, high-growth environments and adapt as priorities shift.
• Builder/operator mindset: able to create scalable structure, processes, and systems while staying pragmatic and flexible.
• Experience coaching leadership teams and managers, including performance, feedback, career development, and leadership effectiveness.
• Strong written, verbal, and interpersonal communication skills, including comfort working with async and global teams.
• Understanding of labor/employment law and, for the operations role, strong familiarity with HR controls, audit readiness, compliance, and ideally SOX-related environments.
• Experience with HR systems / people operations infrastructure such as ATS, HRIS, onboarding, payroll, benefits administration, and vendor management.
• Experience supporting distributed or global teams is a plus.
• Curiosity and willingness to use AI tools.