People Business Partner
About the role
CharterUP is looking for a hands-on People Business Partner who can connect company goals to the talent, organization, and leadership capabilities required to achieve them. You will partner with leaders across the business to understand their priorities, identify people and organizational risks, and build practical solutions that improve performance.
Responsibilities
Partner with leaders to understand company and functional goals, then work backward to identify the organization, workforce, and talent needed to deliver them.
Build and execute organizational design, workforce planning, role clarity, succession, and leadership-development initiatives based on business needs.
Use workforce data, including performance, attrition, engagement, and talent movement—to identify risks, recommend action, and measure results.
Support restructures, leadership transitions, and other organizational changes through clear planning, communication, and disciplined execution.
Create the tools, guidance, and training managers need to set clear expectations, evaluate performance consistently, develop talent, and foster a high-performance culture.
Identify high-potential talent, capability gaps, succession needs, and areas requiring stronger leadership or organizational support.
Coach managers through performance concerns, conflict, and other team challenges, from early intervention through formal improvement plans and employment decisions.
Manage employee-relations cases end to end, including investigations, findings, recommendations, documentation, and resolution.
Manage terminations, accommodations, leaves, and other complex employee matters in partnership with Legal, Payroll, Benefits, and People Operations.
Identify recurring employee and management issues and address their root causes through coaching, clearer expectations, or process improvements.
Build and improve practical People programs, tools, and operating rhythms that solve current business needs and can scale as CharterUP grows.
Partner across People, Finance, Legal, and business leadership to establish clear ownership and consistent execution.
Ensure employee processes, case documentation, and records are accurate, compliant, and audit-ready.
Balance strategic priorities with hands-on problem-solving, stepping into operational details when needed and improving the underlying process afterward.
Test, refine, and simplify programs based on business results, leader feedback, and employee experience.
Requirements
5–7+ years of progressive HR experience, including time as an HR Business Partner or senior generalist supporting business leaders.
Experience working in a fast-growing, high-change, or startup environment where you have built or significantly improved People programs.
Strong business acumen and the ability to connect company priorities to organization, talent, and workforce decisions.
Experience with organizational design, workforce planning, performance management, talent reviews, and manager coaching.
Hands-on employee-relations experience, including investigations, performance improvement plans, terminations, and complex employee matters.
Working knowledge of applicable employment laws, including FMLA, ADA, state leave requirements, at-will employment, and anti-discrimination statutes.
Strong analytical, written communication, and documentation skills.
Sound judgment, discretion, and the ability to build credibility quickly with leaders at all levels.
High ownership, comfort with ambiguity, and the ability to move between strategy and execution.
SHRM-CP/SHRM-SCP, PHR/SPHR, or equivalent certification preferred.
Experience with HRIS and case-management tools such as Rippling, AbsenceSoft, or Wrangle preferred.