Senior HR Business Partner — Temporary / Fixed-Term (6 Months)

From the listing

About the role

What you'll do

• Serve as a trusted HR Business Partner to leaders, managers, and individual contributors across Engineering and Product, providing practical coaching and support on day-to-day people matters.
• Build strong relationships with stakeholders across the R&D organizations under the CTO and CPO to understand business priorities, team dynamics, and talent needs.
• Coach managers on performance management, feedback, employee development, and organizational effectiveness.
• Support performance management processes, including coaching, documentation, performance improvement conversations, and partnership on difficult employee matters.
• Conduct exit meetings and identify themes and trends that can inform manager coaching and broader People priorities.
• Independently manage employee relations matters with sound judgment, strong documentation, and appropriate partnership with Legal and cross-functional stakeholders when needed.
• Help execute key People programs and cycles, including compensation reviews, the Employee Growth Cycle, and the Your Voice Matters employee engagement survey.
• Partner with leaders to surface talent trends, organizational risks, and opportunities, and translate those insights into practical recommendations and action plans.
• Ensure consistent application of Motive policies, HR practices, and employment standards while maintaining a high level of confidentiality and professionalism.
• Collaborate closely with the Lead HRBP and People cross-functional partners to maintain continuity, share field insights, and support priority initiatives across the business.
• Serve as a friendly face in HR for curious employees across the globe on people programs and processes.

What they're looking for

• 8+ years of progressive HR experience, including significant HRBP experience supporting fast-paced, high-growth organizations with a global footprint.
• Experience supporting technical client groups such as Engineering, Product, or broader R&D organizations.
• Strong manager coaching capability across performance management, employee development, employee relations, and organizational effectiveness.
• Demonstrated experience handling employee relations matters with sound judgment, strong documentation, and a high degree of discretion.
• Working knowledge of compensation cycles, engagement surveys, and core talent programs such as performance reviews and growth or development cycles.
• Ability to leverage AI tools to improve HR processes and employee experiences while exercising sound judgment and protecting confidentiality.
• Possess a strong business acumen and bias for operational excellence.
• Ability to quickly build trust and credibility with leaders, managers, and employees at multiple levels of the organization.
• Strong analytical and problem-solving skills, with the ability to identify patterns, assess risk, and make practical recommendations.
• Excellent written and verbal communication skills, with a clear, approachable, and professional style.
• High level of ownership, execution focus, and comfort operating in a dynamic environment with changing priorities.
• The applicant must be authorized to receive and access those commodities and technologies controlled under U.S. Export Administration Regulations.

Nice to have

• Bachelor’s degree in Human Resources, Business Administration, Psychology, or a related field preferred.
• HR certification and experience supporting globally distributed teams are a plus.

Benefits, as listed