People Partner

Sonatype

2d • Hybrid

About The Position

Sonatype is the software supply chain management company that invented componentized software development and pioneered the software supply chain category. As leaders in the open-source community and the DevSecOps industry, we run the world’s largest repository of Java open-source components—Maven Central.
Our groundbreaking, full-spectrum platform empowers customers to rapidly create, deploy, and maintain innovative software at scale, all while aligning directly to their business needs. Trusted by more than 2,000 organizations—including 70% of the Fortune 100—and over 15 million software developers, Sonatype’s tools and guidance help deliver exceptional, secure software.
From inventing modern artifact management with Nexus Repository to introducing the world’s only solution that halts malicious open-source malware in its tracks, we’re committed to constant innovation. We leverage AI/ML to give our clients, developers, and the industry complete confidence in the quality, automation, and security of their software. Learn more at www.sonatype.com

The role:
The People Partner supports business-specific execution of culture, engagement, and people practices. It coordinates with regional HR roles in support of the business unit/functions it supports. Within the US, this role is responsible for end-to-end management of employee relations, risk, and workplace issues (within the US), while also bridging: Upstream (strategy, risk identification, pattern recognition) and Downstream (case execution, manager support, local implementation).
The People Partner operates as: a trusted advisor to managers, a hands-on executor of employee relations (ER) processes, and a translator of company-wide programs into local business reality.

Requirements

• 5+ years of progressive HR, People Partner, HR Business Partner, or Employee Relations (ER) experience, with demonstrated ownership of complex employee relations matters.
• Strong experience managing US-based ER cases, including performance concerns, workplace conflicts, investigations, accommodations, and terminations.
• Working knowledge of US employment laws, compliance practices, risk mitigation, and employee relations best practices.
• Proven ability to coach and advise managers through sensitive employee situations with sound judgment, consistency, and discretion.
• Experience partnering with Legal, HR leadership, business leaders, and regional HR teams on complex or high-risk people matters.
• Demonstrated ability to identify trends, surface organizational risks, and translate insights into practical manager guidance or business action.
• Experience supporting execution of core people programs such as performance management, compensation cycles, engagement initiatives, and culture-building efforts.
• Ability to balance strategic awareness with hands-on execution in a fast-paced, evolving business environment.
• Strong communication, documentation, problem-solving, and stakeholder management skills.

Nice To Haves

• Experience working in a distributed, multi-site, or global organization preferred.
• Experience working in a technology company or supporting technology client groups strongly preferred.

Responsibilities

• Own and manage end-to-end ER cases, (US) including: performance issues, workplace conflicts, investigations, terminations
• Partner with Legal and HR leadership on complex or high-risk cases
• Ensure consistent, compliant, and timely resolution
• Identify patterns and emerging risks
• Provide real-time guidance to managers on performance management and employee issues
• Coach managers to handle situations consistently and build confidence in people management. Increase manager capabilities over time.
• Translate company-wide engagement and culture initiatives into business-level execution
• Partner with business leaders to identify engagement gaps and implement targeted actions
• Support team-level engagement efforts; local culture initiatives; follow-up on survey insights (eNPS, etc.)
• Support execution of core HR programs, including: performance management cycles; compensation processes; and engagement initiatives
• Ensure programs are implemented consistently and adapted appropriately for business needs
• Maintain awareness of attrition trends; team structure and dynamics; capacity and workload signals
• Provide input to Site Leads; HR leadership; & Transformation teams

Benefits

• Company Wellness days - We shut down company operations during some days of the year (5 in total) to enable all employees to pursue personal growth and enjoy much-needed and deserved additional rest.
• Paid Volunteer Time Off (VTO)
• parental leave
• diversity and inclusion working groups
• flexible working practices

What This Job Offers

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