Strategic People Partner

Responsibilities

• Serve as the single accountable People partner for your business unit so leaders know who to call and you own the outcome
• Shape decisions, not just advise on them: bring a point of view on org structure, team health, and talent before you’re asked
• Support leaders through integration activity whether it is new teams, culture gaps, retention risk, and the people complexity that comes with change
• Run the full employee lifecycle for your unit with discipline: performance, compensation, hiring calibration, and ER
• Translate business context (pipeline, headcount, P&L pressure) into People strategy that fits the situation
• Partner with the People function to land programs without losing the nuance of your business unit

Qualifications

• 5–7 years of experience that ideally includes a business-facing People role and something before that: consulting, ops, finance, or a startup where you wore multiple hats
• Exposure to M&A or integration environments is a strong plus
• You think in terms of business outcomes first and people levers second
• Strong enough with data to pressure-test a headcount model or read a retention trend without needing someone to translate it
• The kind of judgment that knows what to escalate, what to absorb, and what to push back on
• An MBA or equivalent business training is a plus, not a requirement