Overview In this HR Business Partner role, you serve as a trusted advisor to designated business leaders, translating business goals into people solutions. You'll sit at the intersection of people and business strategy, delivering impact beyond HR execution. You work hands-on across performance, talent planning, and employee relations while leveraging data and AI to inform leadership decisions. You'll help shape culture, change, and growth in a global, fast growing organization.
Compensation / Benefits- medical, dental, vision
- retirement benefits
- life insurance
- wellness programs
- total time off
- employee perks as offered by Perforce
Responsibilities- Serve as the primary HR point of contact for assigned leaders and leadership teams, proactively offering solutions aligned with business goals
- Attend business meetings to understand priorities, market pressures, and org dynamics
- Advise on org design, role structure, and workforce planning in line with business priorities
- Collaborate with HRBPs, Generalists, and COEs across functions and geographies
- Guide performance management, calibration, and talent reviews for client groups
- Partner with Talent Acquisition to align hiring with growth and headcount needs
- Support succession planning and identification of high-potential talent
- Manage employee relations, investigations, coaching, and performance concerns with sound judgement
- Ensure policy application and employment law compliance across the unit
- Apply hands-on employment law experience to high-risk employee relations situations
- Use people data (attrition, engagement, headcount) to identify risks and opportunities and present recommendations
- Translate engagement survey themes into targeted action plans
- Leverage AI to analyze people data and surface patterns, and integrate AI into day-to-day HRBP work
- Support change management for org changes, restructures, or growth
- Champion Perforce's culture and values throughout the employee lifecycle
Key requirements- 5-8 years of progressive HR experience with at least 3 years in an HRBP or generalist role
- Ability to build credibility with business leaders beyond HR updates
- Experience across performance management, talent planning, employee relations, organizational design, and change management
- Strong data literacy to build business cases from people data
- Solid knowledge of US employment law (FLSA, ADA, EEO) and ability to apply it to cases
- Comfort using AI tools (e.g., Copilot, Claude) for data analysis, drafting, or research in HR
- Excellent judgement and discretion with confidential matters
- credibility with leadership
- data-driven mindset
- collaboration across functions
- data literacy with attrition, engagement, headcount
- employment law application
- AI tools usage (Copilot, Claude)
