Senior Human Resources Business Partner

Role Overview

Senior Human Resources Business Partner (HRBP) at Brightwheel, partnering with corporate organizations to drive performance, employee relations, compensation, career development, and workforce planning.

What You’ll Do

• Serve as the primary HR partner for a portfolio of corporate orgs, advising Directors, VPs, and executive stakeholders on:
  • Performance
  • Employee relations
  • Compensation
  • Career development
  • Workforce planning
• Lead annual review calibration, promotion, and merit cycles for assigned orgs (prep → facilitation → final outcomes).
• Coach and develop managers to build a high-performance, accountable, inclusive team culture, including handling hard performance conversations.
• Advise on complex employee relations cases by balancing employee and business needs.
• Own strategic HR initiatives end-to-end with stakeholders: identify problems, align stakeholders, structure options/solutions, and drive outcomes tied to business priorities.
• Design HR processes and frameworks that scale beyond your portfolio, focusing on root causes.
• Use AI to accelerate HR work (e.g., ER documentation, policy drafting, workforce planning) and raise the People team’s bar.
• Model HRBP partnership and informally mentor teammates by sharing what works.

Requirements

• Deep HRBP experience across HR domains including performance, employee relations, compensation, and employee experience.
• Experience in a fast-moving tech environment partnering with diverse stakeholders.
• Proven ability to lead (not just support) calibration, promotion, and merit cycles in a high-performance culture.
• Ability to coach and advise leaders through the executive level, including high-stakes conversations.
• Track record owning strategic initiatives end-to-end for business leaders.
• Experience designing or improving HR processes (not only executing existing ones).
• Genuine curiosity about AI and new tools; willing to try and iterate.

Nice-to-Haves / What Sets You Apart

• Real, scaled workflow improvement using AI (not just experimentation).
• Experience navigating messy calibration/performance situations (e.g., conflicting data, immature processes, difficult people cases).
• Ability to change leaders’ minds through data and judgment, leading to measurable business outcomes.
• Experience mentoring or shaping how other HR partners approach their work.