Senior Manager HR Business Partner Tech

What You Get To Do

• As the most senior HR Business Partner on the Global Engineering, Product, and Data teams, you will advise and influence our Senior and Executive R&D Leaders through relationship building, delivering impact, and leveraging your experience, as well as the core People team, to solve critical business problems and complex challenges.
• Managing and mentoring HR Business Partners and working with them to think strategically and at scale while identifying gaps and areas of opportunity and resolving them with performance management and hands-on coaching.
• Partnering with other functional senior HR Business Partners to own the R&D business unit and bring learnings, feedback, and solutions to implement positive change across all business units and globally.
• Building and executing our people strategy aligned with our business goals by working in partnership with the business to understand what we must achieve deeply, then partnering across the People team and the business to build and deliver solutions.
• Leveraging your deep subject matter expertise in the people domain to proactively work in the business to ensure we are seeing the future of work at Deel and building programs to engage, retain, and develop our people throughout their careers with us while also ensuring we’re developing people for the future of jobs tomorrow at Deel.
• Coaching and developing our R&D team leaders and managers in change management, building high-performance teams, understanding and improving engagement, best practices in communication, and navigating difficult team member relations and terminations.
• Partnering across People Development, Total Rewards, Talent Acquisition, and the business to ensure we’re setting people up for success from “yes to virtual desk” and “virtual desk through key employment milestones” through a deep understanding and mapping of our team member journeys.
• Leading through strategic workforce planning while balancing intentional organizational design with hyper-growth headcount plans and constant change. Designing the future of our organization in partnership with the business and mapping the current to the future state will be critical to partnerships with total rewards, talent acquisition, and financial planning and analysis.
• Effectively managing change across the business is guaranteed to be almost constant through communication, advocacy, collaboration, and planning. Thoughtful and intentional approaches to change management involve and educate the business as we build a stronger muscle for managing change.
• Advising total rewards and compensation design by partnering directly with our total rewards and talent acquisition teams to understand our philosophy, strategies, and data that will drive culture, engagement, and understanding, ensuring we maintain internal pay parity and transparency.
• Deploying and implementing new initiatives such as performance, compensation, development, and other initiatives into the business successfully through leveraging change champions, gaining leadership buy-in and understanding, and internal communication plans.
• Getting your hands dirty with everything from the foundational building of our systems and processes to mapping the experiences to data entry and operations improvements while balancing strategic planning and execution within the business.
• Project managing complex and scaling programs is the critical connector between the business and the People team. Finance, IT, Legal, Procurement, and other groups require assistance delivering programming within the business.