HRBP Consultant

Netomi

15h

About The Position

Netomi is seeking an experienced and highly collaborative Human Resources Business Partner (HRBP) to support its growing US organization. The HRBP will partner closely with business leaders and employees to translate business priorities into effective people strategies. This role serves as a trusted advisor to leaders while being hands-on across employee relations, performance management, organizational effectiveness, talent development, engagement, and core HR programs. The ideal candidate thrives in a fast-paced, high-growth technology environment, is comfortable navigating ambiguity, and can balance strategic thinking with strong execution.

Requirements

• 7+ years of progressive HR experience, including significant experience as an HR Business Partner or similar role.
• Experience supporting employees and leaders within the United States.
• Strong knowledge of US employment practices and federal/state employment regulations.
• Experience working in a technology, SaaS, AI, or high-growth organization strongly preferred.
• Demonstrated experience managing complex employee relations and performance matters.
• Strong coaching and influencing skills with the ability to effectively partner with senior leaders.
• Experience with performance management, talent reviews, organizational design, employee engagement, and change management.
• Strong judgment and discretion when handling confidential and sensitive employee matters.
• Data-oriented mindset with the ability to use HR metrics and insights to influence decisions.
• Comfortable operating in an environment where priorities evolve quickly and processes continue to scale.
• Excellent written and verbal communication skills.

Responsibilities

• Partner with US business leaders to understand organizational priorities, team dynamics, and talent needs.
• Provide guidance on organizational design, workforce planning, team effectiveness, and people-related decisions.
• Act as a trusted advisor and coach to managers and senior leaders.
• Use people data, trends, and insights to identify organizational opportunities and recommend solutions.
• Partner with global People teams to ensure consistency while adapting programs to US business and regulatory requirements.
• Serve as a primary HR point of contact for employees and managers across the US.
• Manage employee relations matters, including performance concerns, workplace conflicts, investigations, disciplinary actions, and sensitive employee situations.
• Coach managers on effective people management, feedback, documentation, and difficult conversations.
• Ensure employee matters are handled consistently, fairly, and in accordance with company policies and applicable US employment laws.
• Drive performance management processes, including goal setting, performance reviews, development planning, and performance improvement plans.
• Partner with leaders on talent reviews, succession planning, high-potential identification, and career development.
• Support promotion and compensation review processes in partnership with People leadership.
• Help managers build stronger teams through effective feedback, coaching, and development practices.
• Partner with leadership to strengthen employee engagement, communication, and organizational culture.
• Analyze employee feedback and engagement data and translate insights into actionable plans.
• Support initiatives focused on employee experience, recognition, retention, and manager effectiveness.
• Champion an inclusive, high-performance culture aligned with company values.
• Support organizational changes including restructuring, leadership transitions, team expansion, and evolving operating models.
• Help leaders effectively communicate and manage change across their teams.
• Identify organizational risks and proactively recommend solutions.
• Support integration and scaling of new teams, functions, and business initiatives.
• Partner with People Operations on onboarding, offboarding, benefits, leave management, employee documentation, and other employee lifecycle processes.
• Maintain strong working knowledge of federal and relevant state employment regulations.
• Partner with internal and external legal counsel when required on complex employee relations or compliance matters.
• Ensure HR practices, documentation, and processes are scalable and compliant.

What This Job Offers

• Job Type: Full-time
• Career Level: Senior
• Education Level: No Education Listed