Associate Director

We are looking for a seasoned and strategic Associate Director Human Resources Business Partner to join our People and Culture team. This is not a typical HRBP role. The ideal candidate brings a high level of maturity, calm under pressure, and the ability to navigate change with credibility and confidence. This person will serve as a trusted advisor to senior leaders and play a critical role in helping teams thrive through ambiguity, rapid growth, and organizational change.

There is a high level of complexity, limited process maturity, and ongoing change. This environment requires a proactive HR champion who knows how to hold firm boundaries, offer clear counsel, and drive outcomes with empathy and clarity.

Strategic Alignment & Business Partnerships

• Coach executives and managers to strengthen leadership effectiveness and team performance.
• Facilitate executive coaching, and succession planning efforts.
• Partner with executive leadership and HR leadership to develop and execute HR strategies that directly support business objectives.
• Act as a trusted advisor, influencing and consulting with senior leaders and managers on complex people-related matters.
• Serve as a bridge between HR and business units, ensuring HR services are tailored to the unique needs of each client group.
• Support and lead management efforts, including workforce planning, organizational restructuring, and leadership transitions.
• Gain insight into functional roles, responsibilities, and compensation structures across client groups.

Employee Relations

• Act as a trusted advisor to senior leaders, providing guidance on complex employee relations issues, conflict resolution, and compliance matters.
• Develop and implement best practices to foster a fair, transparent, and inclusive workplace.
• Oversee investigations and ensure alignment with company values.

Workforce Planning & Talent Planning

• Lead workforce planning strategies to align talent needs with business growth and transformation.
• Implement succession planning frameworks to ensure a strong leadership pipeline.
• Help design a Talent Acquisition strategy to retain high-caliber talent.
• Develop headcount forecasting models to proactively plan for future talent needs, ensuring alignment with business growth and financial objectives.

People Analytics & Insights

• Turn data into decisions. Act as a key interpreter of workforce data leveraging dashboards, reports, and predictive analytics to uncover actionable insights across critical dimensions such as turnover, internal mobility, productivity, engagement, and performance.
• Diagnose organizational health by using qualitative and quantitative data to surface root causes of issues like attrition, burnout, skill gaps, or team inefficiencies enabling proactive, data-informed interventions.
• Collaborate with business and HR leadership to define and track people-related KPIs that align with strategic business outcomes. Build and socialize dashboards that make data accessible, relevant, and actionable for key stakeholders.

Performance Management

• Design and execute performance management processes that drive accountability, career growth, and high performance.
• Partner with leaders to identify and address performance gaps, ensuring alignment with business objectives.
• Leverage data and analytics to measure and improve performance outcomes.
• Review, approval, and assist in drafting performance improvement plans (PIPs) for employees.

Employee Engagement

• Develop and implement engagement strategies to foster a positive and high-performing work environment.
• Analyze engagement survey data and create action plans to enhance workplace satisfaction and productivity.
• Drive initiatives that reinforce company culture, values, and employee experience

Change Management

• Lead HR-driven change initiatives, ensuring seamless execution of restructuring, new titles, new levels, and compensation structures.
• Provide management coaching to leaders and employees, promoting resilience and adaptability.
• Develop communication and training programs to facilitate smooth transitions during organizational changes.
• Drive organizational change initiatives, ensuring alignment with company culture and business strategy.

We are looking for

Education:
Bachelor's Degree with an MBA preferred

Experience:
Minimum of 8 years of progressive HR experience; software or high-tech industry.

Skills:

Analytically driven:
Practice data informed decision making, using HR metrics and data to identify trends and areas for improvement within total rewards. Strong aptitude to translate metrics and data insights into measurable strategy.

Approach:
You are approachable and empathetic but also bring sound judgment and problem-solving ability to whatever is in front of you.

Detail oriented:
The little things matter You are highly organized, adaptable and able to flourish in a fast-paced startup environment.

Influence & Relationship Building:
You have a highly collaborative style while also always working to get results. You dare to propose solutions others are reluctant to address, act in the face of resistance, and advocate for the best interests of the organization