Senior HR Business Partner

Etsy•Brooklyn, NY

6d•Hybrid

About The Position

Etsy is seeking a Senior HR Business Partner to own the full HR partnership for Etsy's Operations organization. This role involves working with little day-to-day oversight, navigating complexity, and acting as a thought partner to senior leaders. The position reports to the Senior Director of HR Business Partners and is a full-time role. In addition to salary, employees are eligible for an equity package, an annual performance bonus, and competitive benefits. This role requires presence in Etsy’s Brooklyn Office once or twice per week. The HRBP team is part of the broader People & Workplace function, aiming to be trusted talent partners, shaping decisions, and enabling leaders to do their best work through data, judgment, and influence to build high-performing, inclusive teams.

Requirements

7+ years in HR, with at least 4 as an HRBP.
Experience supporting senior leaders in a complex, fast-moving environment.
Effective relationship building skills; leaders and employees seek guidance and trust.
Ability to drive alignment across diverse priorities and perspectives.
Strong business acumen; understanding of how organizations work and ability to connect people strategy to business outcomes.
Experience leading complex employee relations matters with good judgment and discretion.
Fluency in advanced HR practice, including coaching, behavior management, succession planning, and workforce planning.
Proactive and autonomous; ability to identify problems without being told.
Strong written and verbal communication skills and high attention to detail.
A bachelor's degree in a relevant field.
Knowledge of U.S. employment law (including FMLA and ADA).

Nice To Haves

Familiarity with Irish or broader European employment law.

Responsibilities

Own the HRBP relationship with Operations leaders up to and including VP level, acting as a trusted, influential thought partner.
Partner with leaders to synchronize people and organizational strategies, pressure testing thinking, surfacing risks, and pushing toward better outcomes.
Drive complex and sensitive situations, including employee relations, org design, talent planning, and performance, to clear resolution.
Consult centers of excellence (Employee Relations, Employment Counsel, Total Rewards, etc.) as needed, and manage up when it matters.
Use predictive people data and insights to inform talent and organizational strategy.
Anticipate dependencies and tradeoffs in org changes and people programs, building plans that account for them and adjusting as the business shifts.
Deliver core people programs (talent planning, succession, annual review, development conversations) effectively to client groups.
Build sustainable practices that make the broader HRBP team more effective.
Coach and guide more junior HRBPs, setting an example.