Principal HR Business Partner

Job Description

• This position is listed on behalf of a partner company, who manages all applications and next steps. Our partner is looking for a Principal HR Business Partner based in the United States. This is a highly strategic HR leadership role supporting a rapidly scaling organization through its next stage of growth. You’ll work closely with senior leaders to shape organizational strategy, leadership effectiveness, workforce planning, and talent priorities. The role combines deep HR expertise with strong business acumen, requiring you to challenge assumptions and bring an independent, well-reasoned perspective. You’ll help design organizations that improve accountability, accelerate decision-making, and scale effectively. You’ll also guide leaders through transformation, succession, performance challenges, and other critical moments. The environment is fast-paced and highly collaborative, with close partnership across People, Recruiting, Compensation, Legal, and HR Operations. Success will be measured by the quality and scalability of the organizations, leaders, and operating models you help build.
• Accountabilities Advise senior leaders: Serve as a trusted strategic partner to senior executives, connecting business strategy with organization design, leadership, talent, and workforce priorities. Lead organization design and workforce planning: Develop organizational structures, workforce plans, and succession strategies that support growth and evolving business needs. Build scalable organizations: Partner with leaders to establish clear ownership, strengthen decision-making, and create operating models that allow teams to scale effectively. Coach leaders through critical moments: Guide senior leaders through organizational change, leadership transitions, performance challenges, and other complex business situations. Provide strategic organizational insight: Bring an independent point of view to complex decisions, clarify trade-offs, challenge assumptions, and help leaders make confident choices. Anticipate organizational risks and opportunities: Connect patterns across teams, leaders, and the broader business to identify issues and opportunities before they affect execution. Strengthen leadership and organizational effectiveness: Develop practical approaches that improve leadership capability, team performance, and how the organization operates over time. Drive integrated People strategies: Collaborate with Recruiting, Compensation, Employment Legal, HR Operations, and other People functions to ensure business decisions are supported by comprehensive HR solutions. Raise the HR partnership standard: Model exceptional business judgment, organizational insight, and executive influence while contributing to the development of other HR Business Partners. Maintain operational excellence: Master and interpret key People programs, including compensation, performance, and employment-related policies, providing authoritative guidance alongside strategic partnership. Requirements 12+ years of progressive HR experience, including significant senior-level HR Business Partner experience in complex or operational environments. Extensive experience partnering with senior business and executive leaders within high-growth or complex organizations. Demonstrated success in organization design, workforce planning, succession, leadership development, and talent strategy. Strong business acumen and the ability to translate complex business challenges into practical, scalable organizational solutions. Proven ability to influence executive leaders through credibility, thoughtful challenge, strong judgment, and a clear point of view. Experience supporting organizations through growth, transformation, and organizational change. Strong ability to anticipate organizational challenges, connect patterns across the business, and proactively address issues before they become barriers to execution. Exceptional executive presence, with the confidence and communication skills to coach leaders, challenge assumptions, and influence high-impact decisions. A builder’s mindset, demonstrated through experience creating scalable approaches that improve organizational effectiveness over time. Ability to balance long-term strategic thinking with hands-on execution in a fast-paced, evolving environment. Strong cross-functional collaboration skills and the ability to work effectively across multiple People and business functions. Benefits $190,000–$235,000 annual salary for US-based candidates, with final compensation determined by factors including skills, experience, training, certifications, and location. Equity compensation as part of the broader Total Rewards offering. Comprehensive healthcare benefits, including medical, dental, and vision coverage. Parental leave and additional employee wellness benefits. Unlimited paid time off, company holidays, and quarterly mental health days. 401(k) plan with employer matching contributions. Employee Stock Purchase Program (ESPP). Opportunities to participate in offsite team retreats. A flexible, collaborative environment that values diverse perspectives, inclusion, wellness, ethics, and a strong sense of belonging.
• How Jobgether works: We use an AI-powered matching process to ensure your application is reviewed quickly, objectively, and fairly against the role's core requirements. Our system identifies the top-fitting candidates, and this shortlist is then shared directly with the hiring company. The final decision and next steps (interviews, assessments) are managed by their internal team. We appreciate your interest and wish you the best! Why Apply Through Jobgether? Data Privacy Notice: By submitting your application, you acknowledge that Jobgether will process your personal data to evaluate your candidacy and share relevant information with the hiring employer. This processing is based on legitimate interest and pre-contractual measures under applicable data protection laws (including GDPR). You may exercise your rights (access, rectification, erasure, objection) at any time. #LI-CL1
• We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.
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