Human Resources Business Partner - Global Sales (6 Month Contract)

MRI Software•Cleveland, OH

About The Position

The Human Resources Business Partner will support leaders and employees across global revenue-focused functions, including Sales, Revenue Operations, Sales Engineering, and Sales Enablement. This role will partner closely with senior HR and business leaders to translate business priorities into effective people strategies while ensuring strong execution of the processes, data, and programs that enable those strategies. This is an opportunity for an HR professional who isור is ready to broaden their scope and develop into a well-rounded strategic HR Business Partner. The successful candidate may bring strength in traditional HR generalist and business partnering disciplines, or may bring deeper expertise in HR operations, analytics, Total Rewards, and process improvement. Both backgrounds can be successful in this role. The HR Business Partner will operate at the intersection of people, business, data, and process. The role requires the ability to build trusted relationships with leaders while also working through the operational details necessary to turn people strategies into measurable outcomes.

Requirements

Bachelor's degree or equivalent relevant professional experience
Approximately 4–7 years of progressive HR, people operations, HR analytics, Total Rewards, HR generalist, or related experience
Demonstrated ability to independently manage projects, processes, and relationships
Strong analytical and problem-solving capability
Ability to work effectively with data and translate information into practical conclusions and recommendations
Strong written and verbal communication skills

Responsibilities

Build trusted partnerships with leaders across Sales, Revenue Operations, and other assigned functions, developing a strong understanding of their business strategies, operating models, and workforce priorities
Partner with leaders on organizational design, workforce planning, talent strategy, succession planning, employee engagement, and organizational effectiveness
Coach and advise managers on performance, employee relations, talent development, compensation, organizational changes, and other people-related matters
Support organizational and employee lifecycle changes, including new hires, promotions, transfers, restructuring, role changes, leaves, and leadership transitions
Use sound judgment, business context, and workforce insights to identify risks, challenge assumptions, and recommend practical solutions
Support talent and performance processes, including performance management, talent reviews, succession planning, development planning, and employee engagement
Partner with leaders to identify critical talent, capability gaps, retention risks, and development needs and translate those insights into actionable plans
Partner with Talent Acquisition and business leaders to understand workforce needs, organizational capabilities, and hiring priorities
Support consistent application of HR programs and practices across compensation, benefits, performance, talent, and other employee lifecycle activities
Analyze workforce and business data to identify trends, risks, and opportunities related to headcount, turnover, performance, talent, compensation, organizational structure, and other workforce measures
Translate data into clear insights and recommendations for business leaders using Excel, reporting platforms, dashboards, and other analytical tools
Identify opportunities to simplify, standardize, automate, or improve HR processes, workflows, controls, and operating procedures
Partner with HRIS, Pride Relaitons, Finance, and other stakeholders to improve data quality, establish clear ownership and handoffs, and address root causes of recurring issues
Support strong data governance practices across employee, organizational, job, compensation, and workforce information
Collaborate across HR Business Partners, Talent Acquisition, HR Operations, HRIS, Talent Management, Finance, Revenue Operations, and other functions to execute people priorities
Coordinate work where people strategies intersect with business processes, systems, and operational workflows
Manage assigned projects and initiatives from problem identification through implementation, ensuring clear ownership, communication, follow-through, and measurable outcomes.
Contribute to broader HR transformation, workforce operations, and organizational effectiveness initiatives as business needs evolve