Translate functional strategies into People approaches that enhance organizational effectiveness and long-term capability.
Operate as an embedded People partner within assigned functions; building deep understanding of business goals, organizational structure, decision rights, and how work gets done.
Analyze trends across teams to identify systemic issues and design function-wide solutions that address root causes.
Apply deep knowledge of OLIPOP’s strategy and broader industry context to anticipate talent risks and organizational needs.
Act as connective tissue across leaders and teams, bringing greater alignment, clarity, and integration through your work.
Coach senior leaders through complex org design decisions, performance escalations, structural changes, and compensation-related issues.
Support leaders in understanding what “great” looks like for their teams; clarifying expectations, ownership, and accountability.
Develop advanced leadership resources, frameworks, and trainings that strengthen manager capabilities across the organization.
Lead large, high-priority People programs (e.g., performance management evolution, career frameworks, engagement strategy) that span multiple functions.
Own and drive execution in core areas of subject-matter expertise, while partnering closely with People leadership on broader enterprise initiatives and organizational evolution.
Partner cross-functionally on initiatives requiring coordinated execution, such as workforce planning, restructuring, and culture initiatives.
Requirements
8+ years of progressive HR/People experience, with 6+ years operating in a true People Business Partner role.
Demonstrated ability to integrate operational needs into People strategies, ensuring HR recommendations and programs align with how the business actually works.
Deep hands-on expertise in performance management, employee relations, and talent review/calibration processes, with confidence operating independently in these areas.
Higher-level thinking and practical experience in organizational design, structure, and role clarity to support growth and scale.
Proven ability to operate at the functional level, designing and influencing People strategies across complex business units.
Demonstrated success leading large, cross-functional People initiatives with measurable impact.
Advanced expertise in coaching, organizational design, performance management, and complex employee relations.
Strong strategic thinking and ability to connect business priorities with People implications.
Exceptional communication, facilitation, and influencing skills.
High integrity, sound judgment, and discretion when navigating sensitive issues.
Ability to prioritize high-impact work in fast-paced, ambiguous environments and adjust approach as the business evolves.