Senior People Business Partner

Role Overview

• Deliver high-impact people initiatives — including calibrations, compensation reviews, employee surveys, and management development.
• Support the partnership and people strategy and decisions, including organization design, workforce planning, succession/transition planning, skills assessment, and compensation.
• Coach and develop people leaders to build high-performing, high-trust teams. You'll be the individual who has partnered on the implementation of metrics GTM managers turn to when performance issues arise, when culture starts to drift, or when they need a thought partner to navigate complexity.
• Build foundations to ensure high trust, empathy, and psychological safety within our teams.
• Build relationships deep enough to spot problems before they become crises. You'll use people data to surface insights, identify trends, and influence leaders to act.
• Own the experiences that matter most — performance improvement, employee relations, and off-boarding — with the judgment and care those moments require. You'll protect both the employee and the business.

Requirements

• You've partnered with senior leaders, aligned people programs to business strategy, and can point to outcomes — not just activities — you've driven. Experience supporting technical or GTM teams is a plus.
• You’ve Supported an international GTM Team
• Curiosity and a strong desire to delve deep into various areas to identify the root causes of our people concerns. You are proficient in analyzing people data and developing solutions and insights.
• You've led organizations through change — not just communicated it. You know how to build alignment, manage resistance, and keep teams moving forward.
• You are able to identify opportunities and programs that help develop and retain top talent. And you believe in developing leaders for life.
• A knack for leading and managing change initiatives and are skilled in effectively communicating changes to the team. It's even better if you have led change efforts in the past.
• An inclusive partner embedding DEI principles into your partnership practices to deliver equitable programs, practices, and policies to support all Honeycomb teams.
• Strong people advocate and bring a collaborative, co-led approach to business partnerships rooted in trust, empathy, vulnerability, and compassion.
• Nice to have: You’ve seen the motion before and have supported scaling teams by setting foundational practices. You are fluent in transparent compensation practices and can confidently teach others.

Benefits

• A stake in our success
• generous equity with employee-friendly stock program
• It’s not about how strong of a negotiator you are
• our pay is based on transparent levels relative to experience
• Time to recharge with unlimited PTO
• A distributed-first mindset and culture (really!)
• Home office, co-working, and internet stipend
• Full benefits coverage for employees, with additional coverage available for dependents
• Up to 16 weeks of paid parental leave, regardless of path to parenthood
• Annual development allowance
• And much more...