People Business Partner

Fivetran and dbt Labs are bringing together two industry-leading companies with a shared mission: helping organizations unlock the full value of their data. Together, we're delivering the data infrastructure layer that helps organizations move, transform, and trust their data. Fivetran helps organizations automate data movement across the systems, clouds, engines, and tools they rely on. dbt Labs pioneered analytics engineering, helping teams transform data into reliable, governed insights. As we bring our teams and technology together, we're continuing to deliver the products and experiences our customers know and trust.

About the role

You'll spend much of your time helping managers tackle the things that make leading people hard: giving clear feedback, addressing performance early, navigating change, building effective teams, and making good decisions when the answer isn't obvious. We're looking for a People Business Partner to join our Regional HRBP team and support managers across North America. The Regional HRBP model is new, so you'll also help build it. You'll work closely with Functional HRBPs and partners across the People team, learning from what you see on the ground and helping create better, simpler ways of working as the company grows. You'll report to the Director, Regional HR Business Partners.

Responsibilities

• Coach managers. Help managers work through performance, feedback, development, conflict, team dynamics, and difficult people decisions. The goal is to help them become better managers rather than solving everything for them.
• Get underneath the problem. What first lands as a performance issue might actually be unclear expectations, a struggling manager, a team dynamic, or something else entirely. Ask good questions, understand the context, and help determine what needs to happen next.
• Handle complex people matters. Lead performance and employee relations work across North America, balancing good judgment, employee experience, business needs, consistency, and risk. Know what you can handle yourself and when to bring in Legal or another People partner.
• Help teams perform better. Work with managers on team health, engagement, talent, performance, and change using both what you're hearing and what the data tells us.
• Spot patterns. Connect dots across teams, use data where it helps, and bring emerging themes and risks to the right people rather than solving the same problem five times without asking why it keeps happening.
• Work closely with Functional HRBPs. They'll bring the broader functional and leadership context; you'll bring what you're seeing with managers, employees, and teams across the region. Work together without duplicating each other's roles.
• Help build the model. This is a new model and not everything will be perfectly defined on day one. Help figure out what works, challenge what doesn't, and build approaches that can scale.
• Look for a better way. Explore where technology, automation, and AI can remove repetitive work or help the team make better decisions. You don't need to be an AI expert—curiosity and willingness to experiment are what matter.

Requirements

• Experience working as a People/HR Business Partner, or in a role where you've coached managers and dealt with meaningful people and team challenges.
• Strong working knowledge of US employment practices. Experience supporting employees across multiple US states is strongly preferred; broader North American experience is a plus.
• Strong manager coach: able to be supportive without simply agreeing, and comfortable saying the thing that needs to be said.
• Good judgment: when something messy lands, able to work out what matters, what the risks are, and what you'd recommend doing.
• Agility: able to adjust quickly as priorities, organizations, and plans change, and keep moving.
• Comfort with ambiguity: able to make progress without every process or boundary defined.
• Interest in the business behind the people question: wanting to understand what a team is trying to accomplish before deciding what good People support looks like.
• Able to work independently without operating in a silo: knowing when to make the call, when to ask for another perspective, and when something needs to be escalated.
• Tendency to notice patterns: interested not only in solving today's issue but in understanding why it's happening and whether it's showing up elsewhere.
• Comfortable working across teams, functions, and time zones in a distributed company.

Bonus

• Enjoyment working with data, and experience using engagement, performance, attrition, workforce, or other People data to investigate a problem or challenge an assumption.
• Experience with, or interest in, People analytics or visualization tools. Curiosity to ask the next question matters more than being an analyst.
• Interest in AI and how it could change the way managers and People teams work.
• Having helped build or improve something rather than only operating within an established model.
• Experience working through a merger, integration, rapid growth, or significant organizational change.

Pay

Compensation is determined by role, level, and location, and individual compensation within the range is determined by additional factors including job-related skills, experience, relevant education or training, business need, and market demands. The range is subject to change and may be modified in the future; your recruiter can share more about the specific range for your location during the hiring process.

$115,719—$138,868 USD.

Benefits

• 100% employer-paid medical insurance
• Generous paid time-off policy (PTO), plus paid sick time, inclusive parental leave policy, holidays (including a year-end Global Week of Rest), and volunteer days off
• RSU stock grants (may vary by country and worker type)
• Professional development and training opportunities
• Company virtual happy hours, free food, and fun team-building activities
• Monthly cell phone stipend
• Access to an innovative mental health support platform offering personalized care and resources in areas such as therapy, coaching, and self-guided mindfulness exercises for all covered employees and their covered dependents

May vary by country and worker type — please reach out to your recruiter for more information.