People Business Partner

phData

1d•Remote

About The Position

phData is seeking an experienced and business-connected People Partner to join their People team. This role will support People Managers and client leadership teams within phData's US business. The People Partner will help leaders understand the impact of People practices on client delivery, team performance, capability, and retention. Key responsibilities include coaching and advising leaders on employee relations, performance, talent management, organizational change, manager effectiveness, and AI-enabled work practices. The role requires developing a deep understanding of the supported teams, translating People strategy into actionable manager steps, and identifying patterns in leadership, capability, workload, staffing, and organizational design. Collaboration with the VP of Talent Development and cross-functional partners is essential for navigating priorities with sound judgment and consistent follow-through.

Requirements

Five or more years of progressive experience in Human Resources, People Business Partnering, HR generalist work, Employee Relations, Talent, or a related discipline.
Hands-on experience advising US client leadership teams and People Managers on employee relations, performance, feedback, development, and sensitive conversations.
Working knowledge of US employment practices, along with the judgment to identify when Legal, People Operations, or senior People leadership should be involved.
Experience embedding People programs, such as performance management, engagement, talent assessment, compensation, or development, into day-to-day business practices.
Experience supporting organizational change, organizational effectiveness, role and team design, or a distributed, matrixed, or project-based organization.
Ability to use people data and qualitative insight to identify patterns and opportunities.
Strong manager-coaching and business-partnering skills, including the ability to offer thoughtful perspective and create productive challenge.
Strong employee-relations judgment, investigation, documentation, and situation-assessment skills.
Clear communication, facilitation, influencing, relationship-building, and cross-functional project-execution skills.
Demonstrated comfort using AI tools in daily work to analyze information, create practical solutions, prepare communications, and improve workflows, with sound judgment about accuracy, bias, confidentiality, privacy, and human review.

Nice To Haves

Experience in consulting, professional services, technology, or another client-delivery environment is preferred; equivalent experience may be considered.
Experience supporting a technology-focused consulting or professional-services business and partnering with Staffing, resource management, delivery, or practice leadership teams.
Experience supporting talent reviews, career frameworks, manager capability, leadership development, or teams across multiple US states.

Responsibilities

Partner with Client Leadership Teams and Managers to build trusted relationships, understand priorities, team structures, client-delivery realities, and opportunities for team success.
Coach and advise leaders on feedback, performance, development, team dynamics, role clarity, workload, retention, and other People-related matters.
Assist managers in determining the appropriate support for various situations, including coaching, development, performance support, conduct guidance, or formal processes.
Prepare managers for clear, timely, and constructive conversations, offering thoughtful perspectives that connect People recommendations to delivery effectiveness, leadership capability, employee experience, and retention.
Manage a range of US employee-relations matters, including multi-state situations, ensuring appropriate documentation and confidentiality, and seeking guidance when necessary.
Gather facts, assess situations objectively, consider relevant risks and perspectives, recommend practical next steps, and help managers ensure consistent follow-through.
Partner with client leadership teams, People Operations, Legal, and the VP of Talent Development on matters involving broader legal, policy, precedent, executive, or organizational considerations.
Embed performance management, feedback, talent assessment, compensation, engagement, and development practices into the regular operating rhythm of supported teams.
Help client leadership teams and People Managers set clear expectations, establish useful feedback habits, and support performance and growth processes.
Maintain a view of talent, including performance, development needs, retention signals, and capability needs, using manager insights and people data to identify themes for talent reviews, calibration, and workforce planning.
Partner with Talent Development and Learning & Development to align client leadership priorities with practical development actions and career growth.
Translate organizational-design, transformation, and talent priorities into clear actions for client leadership teams, People Managers, and employees.
Support changes related to role clarity, team structure, leadership transitions, processes, and ways of working.
Identify root causes, recommend practical interventions, and coordinate workstreams, communications, follow-through, and adoption with cross-functional stakeholders.
Develop visibility into People themes across client engagements, leadership teams, and functional groups, including manager effectiveness, feedback quality, workload, staffing changes, performance trends, and talent priorities.
Work with client leadership teams, Staffing, and delivery leaders to understand the impact of assignments, transitions, and team changes on employee experience and performance.
Coordinate with cross-functional People and business partners to ensure managers receive connected and easy-to-navigate support.
Contribute to the development of manager tools, playbooks, operating rhythms, and process improvements.