Everfox is a leader in cyber security, dedicated to protecting critical data and networks. The HR Business Partner serves as a trusted advisor, translating business strategy into people actions while ensuring compliance and ethical decision-making in a dynamic environment.
Responsibilities:
- Serve as a trusted advisor to leaders on workforce, talent, and performance strategy
- Translate business objectives, operating priorities, and financial drivers into people plans and actions
- Provide data-informed guidance that balances speed, effectiveness, and risk
- Lead performance management cycles, talent reviews, and development planning for assigned client groups
- Partner with leaders on succession planning and leadership capability development
- Strengthen talent density through proactive coaching, assessment, and intervention
- Diagnose organizational effectiveness issues related to structure, roles, decision rights, and operating rhythm
- Support org design, workforce planning, and scalable organizational changes
- Improve clarity, accountability, and execution through practical recommendations
- Lead or support people-side change initiatives tied to growth, transformation, or operational improvement
- Reinforce Everfox values through leader behaviors, systems, and everyday practices
- Translate engagement and talent data into targeted, actionable improvement plans
- Manage employee relations matters of moderate complexity with sound judgment and discretion
- Ensure people decisions are compliant, ethical, and well-documented
- Partner closely with Legal, Security, Finance, and leadership to mitigate workforce risk
- Collaborate with HR Centers of Excellence (Talent, Total Rewards, People Operations) to deliver integrated solutions
- Partner cross-functionally to support business outcomes while maintaining compliance and risk discipline
Requirements:
- Bachelor's degree required
- 4-6 years of progressive HR Business Partner or equivalent experience
- Demonstrated ability to independently advise and influence manager- and director-level leaders
- Strong judgment when navigating ambiguity, competing priorities, and sensitive situations
- Ability to balance HR rigor with business pragmatism and execution speed
- High emotional intelligence, discretion, and credibility with leaders and employees
- Strong grounding in HR fundamentals, employment practices, and compliance
- Ability to interpret workforce and talent data and translate insights into action
- Effective coaching, facilitation, and communication skills
- Clear, concise written and verbal communication tailored to non-HR audiences
- Strategic thinker with a strong bias toward execution
- Calm, practical advisor in complex or high-pressure situations
- Value-driven and committed to ethical, defensible people's decisions
- Collaborative partner who elevates leader capability and organizational effectiveness
- Advanced degree or HR certification (PHR, SPHR, SHRM-CP/SCP) preferred
- Experience operating in regulated, high-accountability, or security-sensitive environments is strongly preferred