We’re hiring a temporary Senior People Business Partner (PBP) to provide parental leave coverage on our People Business Partner team. Each role is a fixed-term assignment of approximately four months.

The PBP will step into an established client group - Revenue, R&D, or G&A functions - and serve as the day-to-day People partner for managers and employees in that function while the incumbent PBP is on leave. This is a continuity role, not a build role. Success looks like managers and employees experiencing no drop-off in support, in-flight People cycles landing on schedule, and a clean handback when the incumbent returns. It’s a strong fit for an experienced PBP who can ramp fast, operate with judgment in ambiguity, and is genuinely comfortable inheriting someone else’s context rather than reshaping it. This temporary role operates on a hybrid model with 2-3 days per week required in-office at our NYC HQ. 

What you’ll do:

• Serve as the primary People point of contact for your assigned client group, partnering with managers and employees on performance, development, engagement, and organizational questions
• Own employee relations matters end-to-end — intake, investigation, documentation, and resolution — escalating complex or high-risk situations appropriately
• Coach managers through day-to-day people situations: performance concerns, team dynamics, difficult conversations, and org changes already in motion
• Carry in-flight People programs across the finish line, including performance cycles, talent reviews, compensation planning, and engagement survey follow-through
• Partner with COE teams (Talent Acquisition, Total Rewards, People Ops & Employee Experience, Compliance, Legal) to execute programs within your client group
• Support org changes, role changes, onboarding, and offboarding for your function
• Maintain clear documentation and a running handover record so the returning PBP can pick things up cleanly
• Flag risks and open items early rather than absorbing them quietly

What success looks like in this role:

• Managers and employees in your client group report consistent, responsive support throughout the coverage period
• In-flight People cycles and programs complete on time with no slippage attributable to the transition
• Employee relations matters are resolved or cleanly escalated, with complete documentation
• The returning PBP receives a thorough, well-organized handback with no surprises

What you'll bring:

• 6+ years of progressively responsible HRBP or People Generalist experience
• Demonstrated ability to ramp quickly and operate independently within an existing client group — you’ve stepped into unfamiliar contexts and been effective within weeks
• Strong employee relations depth, including investigations, documentation, and risk assessment
• Practical command of core HR disciplines: performance management, manager coaching, org design fundamentals, and compensation basics
• Working knowledge of labor and employment law
• Excellent written and verbal communication; credible with individual contributors, managers, and senior leaders alike
• Comfort with people data, analytics and reporting to inform recommendations
• High EQ and discretion in handling sensitive information
• Sound judgment about what to decide, what to escalate, and what to leave for the returning PBP
• Working knowledge of Google Workspace (Docs, Sheets, Slides, Forms)

Nice to have:

• Prior experience in interim, fractional, or leave-coverage HRBP assignments
• Experience supporting Revenue (Sales, CS, Partnerships), R&D (Product, Engineering, Data), or G&A (Finance, Legal, Marketing, People) client groups
• High-growth startup or technology company experience
• Exposure to HR technology or People analytics platforms

The target base salary range for this position is $129,780 - $164,450. Individual pay may vary from the target range and is determined by a number of factors including experience, location, internal pay equity, and other relevant business considerations. We review all employee pay and compensation programs annually using Radford Global Compensation Database at minimum to ensure competitive and fair pay.