Senior HR Business Partner - US (9-month FTC)

Typeform

5d•Remote

About The Position

Typeform is a refreshingly different form builder. We help over 150,000 businesses collect the data they need with forms, surveys, and quizzes that people enjoy. Designed to look striking and feel effortless to fill out, Typeform drives 500 million responses every year—and integrates with essential tools like Slack, Zapier, and Hubspot. For this remote role, we can hire in any location in the ET timezone. We’re looking for a Senior HR Business Partner (Org Effectiveness) to join us on a 9-month fixed term contract basis and help leaders build high-performing, accountable teams during an important phase of growth. This is a strategic, high-impact assignment — not a traditional operational HRBP role. You’ll act as a trusted advisor to senior leaders, diagnosing organisational challenges, coaching managers, and driving focused people interventions that unlock measurable business impact. You’ll partner with a dedicated client group (R&D or GTM/G&A), helping translate business challenges into practical, high-leverage people solutions.

Requirements

Strong experience as an HR Business Partner in fast-paced or scaling environments
Proven ability to advise senior leaders on organisational performance and design
Experience supporting transformation, change, or restructuring initiatives
Commercially minded with strong business understanding
Excellent problem-solver who identifies root causes, not just symptoms
Confident coach who can influence and challenge leaders constructively
Organisational design and team structure optimisation
Change management and transformation execution
Working knowledge of employment law (Europe, UK and/or US)

Responsibilities

Partner with leaders to drive team effectiveness and sustained high performance
Diagnose organisational friction and identify root causes of performance challenges
Advise on organisation design, role clarity, and structural decisions
Support workforce planning and people budgeting with divisional leadership
Coach managers to strengthen feedback habits and performance conversations
Guide leaders through performance management with clarity and consistency
Advise on headcount trade-offs and prioritisation decisions
Use people data to identify patterns, risks, and intervention opportunities
Translate insights into practical action plans
Embed data-informed decision-making into leadership discussions
Lead or support cyclical people initiatives (performance reviews, engagement surveys)
Support organisational change and transformation initiatives
Ensure clear communication and decision cascade across teams
Partner closely with People Operations to establish clear ownership boundaries
Balance operational compliance with strategic intent
Support employee engagement initiatives that drive cultural impact