The Human Resources Business Partner (HRBP) will need to proactively translate business strategies into HR solutions that best enable business outcomes. This important role will serve as a trusted advisor to senior leadership by building strong relationships to effectively influence human capital decisions and in turn, business results. The client group will consist of engineering and product.As a Human Resources Business Partner, you will focus on three critical areas:Business - Business Acumen, Consultation, Critical Evaluation Develop and maintain a deep understanding of the go to market business to provide thoughtful HR solutions on people related topics in the areas of retention, talent development, culture, organizational effectiveness and change management Build a high performing organization that is measured by achievement of business deliverables, like bookings growth, field expansion, and related business objectives per assigned function Responsible for end-to-end organizational design inclusive of new builds, changes to the existing structure, and integration of acquired companies. All aspects of the organizational design include the setting rationale for organizational change, employee allocation, skillset evaluation, training plans to support talent within the new organization, and associated change management to ensure the new organization is successful Promote a culture of high engagement by developing best practices for engaging talent, building one team, and understanding triggers and solutions for teams going through extensive change, promoting career development and succession planning Assess client needs through regular pulse surveys and build/deploy solutions, in alignment with established global HR portfolio and HR strategy Understand and anticipate the need for change related to the workforce. Diagnose the underlying issues to create a high sense of urgency for change, build the case and seek stakeholder alignment/approval and effectively implement and measure change.The plan includes a review of the dependencies, associated risk, and options to mitigate change resistance and risk Co-develop and deploy solutions, programs and policiesestablished at a global or regional level in partnership with the established centres of excellence Support the build of objectives and key results (OKRs) and support leader to ensure individuals understand how their role supports company level objectives Leverage data to build or deploy HCM strategies to reduce attrition, retain talent, and develop talentInterpersonal - Relationship Management, Communication, Global & Cultural Effectiveness Partner with regional HR teams to deliver best in class programs that are unified around the globe but customized as needed to specific geographic or department demands Coach leaders on leadership effectiveness to build high performing and engaged teams, as well as trustful and respectful leaders Responsible to handle performance management, inclusive of reviewing performance improvement plans, disciplinary actions, and ad-hoc employee relations topics Consult on workforce planning to include management of headcount through hiring, transfers, and exits. Effectively consult and execute reductions in force, as needed Strong adherence to Line of Business/ Department budget on the related workforce plan Coach employees on their professional development while creating a learning culture within the assigned organization. Strong adherence to development goals, measurement of development goals, and ensuring skillset is adapting to future needs of the businessLeadership - Leadership & Navigation, Ethical Practice Understand desired leadership behaviours and coach leaders to adopt desired behaviours Work as a mentor to new managers to ensure adherence to all applicable legislation and company policies in all operational areas of HR Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance Work closely with management and employees to assess organizational effectiveness. This includes a review of working relationships, job responsibilities, and ensure alignment of work to ensure it is tied to organizational strategyKey metrics Retention of talent, especially top talent Hiring rate within the business to ensure the business has required talent Engagement metrics, measured by employee net promoter score and specific questions on pulse checks Meet cost thresholds for workforce plan for assigned businesses Leadership effectiveness Diversity of workforce Employee engagement and adoption of company tools, processes, and programsAbout you: 5+ years of experience on a global HR team in the technology industry as a HR Business Partner within the Engineering (required) and product (preferred) organization Understanding of working in an agile engineering environment with innovative techniques for development and product road mapping Highly responsive and fast paced Very organized, with ability to manage multiple communication channels Diplomatic Ability to balance business focus and people focus Collaborative team player Ability to take on tasks to support the HR strategy as a unified team Individual hungry to learn, and willing to put in extra hours to support his / her learning by assuming special projects above and beyond the duties listed above Ability to execute on people strategy within a global matrixed HR organization. It is very important to have the ability as a global business partner to work effectively with regional / country HR partners Experience leading projects and collaborating with distributed global teams, flexing to meet varying time zones and cultural norms The ability to work outside normal hours may be required as the HRBP will be supporting a global team You must be capable of influencing others without formal authority by building positive working relations and partnerships with confidence Ability to establish strong partnerships with business leaders, understand their needs, assess the range of solutions, assimilate data, provide relevant guidance and coaching to facilitate change Ability to achieve results while working under the pressures of shifting priorities in a dynamic and agile environment Ability to interact effectively with all levels of the company and lead presentations to senior leadership with an analytical mindset Must be self-directed and a quick learner with strong use of HRIS software, SuccessFactors preferred and the Microsoft Office Suite 20% travel as required Bachelor's degree in Human Resources or another relevant discipline. Masters degree preferred SHRM Senior Certified Professional (SHRM-SCP) or GPHR Certification a plusAbout us: Dynamic and fun team with a strong work ethic High growth, fast paced culture where ideas to innovate are welcomed Collaborative work environments to stay connected with colleagues globally Consistently demonstrate our security values by being ISO 27001 certified and GDPR compliant Excellent total reward offerings with career growth opportunities Leader in the Gartner Magic QuadrantPDN-94f9280e-b37b-4f2a-b081-0799cc5385d1