People Business Partner Lead

About the role

The People Business Partner Lead serves as a strategic advisor to corporate leaders, partnering closely with managers to build high-performing teams and drive business results through people. This role provides consultative support across the employee lifecycle, including organizational design, workforce planning, performance management, employee relations, leadership coaching, talent strategy, and change management. Additionally, the PBP Lead will own a dedicated People Team function, driving the vision, execution, and continuous improvement of enterprise-wide People programs in partnership with the Director of People and Chief People Officer.

Primary Responsibilities

• Serve as the primary PBP for corporate managers and leaders, building trusted, consultative relationships across assigned client groups while aligning people strategies with business objectives.
• Guide managers through performance management, including coaching, calibration, feedback, performance improvement planning, and talent development.
• Lead talent reviews, succession planning, and leadership development conversations for corporate teams.
• Coach leaders through organizational change, team effectiveness, leadership development, difficult employee situations, and talent decisions.
• Partner with leaders on organizational design, workforce planning, succession planning, and role and team structure to support business growth and evolving organizational needs.
• Lead complex employee relations matters including workplace investigations, corrective action, performance concerns, policy interpretation, and sensitive employment issues.
• Partner with managers to navigate leave of absence, workplace accommodations, return-to-work planning, and compliance with federal, state, and local employment laws.
• Lead the interactive process for ADA accommodations and advise leaders on reasonable accommodations while balancing employee experience, operational needs, and legal compliance.
• Partner with Legal and senior leadership on high-risk or sensitive employee matters, ensuring consistent, legally compliant, and business-aligned outcomes.
• Act as a culture and change champion, helping leaders successfully implement People initiatives including performance management, engagement strategies, career development, leadership competencies, and organizational change.
• Mentor and provide thought partnership to other People Business Partners, helping elevate consultative practices and consistency across the People Team.

Data, Technology, & Continuous Improvement

• Leverage workforce analytics, engagement data, performance trends, turnover metrics, and organizational health indicators to proactively identify risks, uncover opportunities, and influence strategic business decisions.
• Develop meaningful insights and recommendations using people data to improve organizational effectiveness and measure the impact of People initiatives.
• Champion the use of AI, automation, and People technology to improve operational efficiency, streamline workflows, and scale People programs.
• Continuously identify opportunities to simplify, automate, and improve People processes while enhancing the employee and manager experience.
• Stay current on emerging HR technology, AI capabilities, employment trends, and industry best practices to drive innovation within the People function.

Qualifications

• 7+ years of progressive People Operations experience, including success in a HRBP or HR Generalist role supporting people managers.
• Demonstrated ability to build trusted relationships, influence leaders, and coach managers through complex people decisions.
• Strong expertise in employee relations, organizational design, workforce planning, performance management, talent development, and leadership coaching.
• Experience managing complex employee relations matters, workplace investigations, corrective action, ADA accommodations, leave administration, and employment decisions.
• Strong knowledge of federal, state, and local employment laws, including FMLA, ADA, PWFA, FLSA, and related regulations.
• Experience leading or owning a specialized People function (such as Learning & Development, Compensation & Benefits, Performance Management, People Analytics, or Talent Acquisition) is strongly preferred.
• Demonstrated ability to use workforce analytics, business insights, and data to drive organizational decisions.
• Experience leveraging HR technology, AI, automation, and platforms such as HRIS and performance management systems (Lattice experience a plus).
• Strong business acumen with the ability to balance strategic thinking and hands-on execution in a fast-paced, high-growth environment.
• Excellent judgment, discretion, communication, and relationship-building skills, with the ability to influence stakeholders at all levels.
• Bachelor's degree in Human Resources, Business, or a related field (or equivalent experience); SHRM-CP/SCP or PHR/SPHR certification is a plus.
• Experience in healthcare, digital health, or a high-growth startup environment is a plus.