Overview In this Senior HR Business Partner role, you embed with the Customer Success organization to act as a trusted people advisor. You will influence senior leaders with data-driven insights to build high-performing, engaged teams in a fast-paced, global martech environment. You'll shape workforce planning, org design, and change management, partnering across functions to align people strategy with business goals. This is a strategic, non-transactional HR role that offers real influence at the leadership table and a chance to drive meaningful people outcomes.
Responsibilities- Coach and advise Customer Success leaders on engagement, culture, and organization design
- Lead or support workforce planning including build vs. buy, geographic expansion, cost optimization, contingent labor, and M&A with Finance and leadership
- Drive change management tied to org design changes, including communication and execution
- Translate employee survey results into action plans with business ownership
- Monitor retention risk through exit interviews and pulse checks
- Advise on promotions, off-cycles, performance cases, terminations, and larger hiring/downsizing initiatives
- Promote adoption of enterprise talent programs like compensation planning, talent reviews, succession planning, and engagement initiatives
- Tackle HR ad hoc projects as the business evolves
Key requirements- 4-6 years of progressive HR experience with success as an HR Business Partner or similar
- Trusted advisor to senior leaders with credibility and influence
- Strong business acumen; view people decisions in business terms
- Experience with workforce planning, organizational design, and change management in a fast-moving, matrixed environment
- Ability to collaborate with regional HR partners across geographies and time zones
- Highly organized with strong communication; capable of managing multiple priorities and stakeholders
- Comfort with ambiguity and ability to drive projects to completion with minimal oversight
- Ability to facilitate presentations and difficult conversations with senior leadership
- Experience with AI tools in HR context and practical perspective on AI value in HR (AI-curious)
- collaboration
- communication
- influencing without authority
- data-driven HR insights
- workforce planning
- change management
