Senior HR Business Partner

Axial•New York, NY

7d•$150,000 - $210,000•Hybrid

About The Position

Axial is seeking a Senior HR Business Partner to serve as the senior People voice within the organization. This role involves coaching managers, partnering with leadership on talent decisions, and shaping workforce growth strategies. It is a strategic business partner role focused on coaching managers, refining leadership's people decisions, and navigating sensitive situations. The position will also oversee the day-to-day operations of the People function, directing an HR Coordinator responsible for onboarding, HRIS, benefits, and lifecycle changes. The Senior HR Business Partner will report to the VP of Finance and collaborate directly with the CEO, leadership team, and managers across the company.

Requirements

5–9+ years of progressive HR experience
3+ years as a true business partner to senior leaders
Track record as the People voice in executive conversations
Strong employee relations instincts and experience handling complex matters
Experience scaling People functions in growth-stage companies
Compensation and leveling experience across functions, including building or refining salary bands
Experience managing or directing junior team members or contractors
Strong People analytics mindset
Tech-savvy with HRIS, ATS, Google Suite, and Notion
Active AI user who leverages LLMs to accelerate work
Applicants must be authorized to work in the United States.

Responsibilities

Design and run performance review cycles, leveling, calibrations, and development frameworks.
Coach managers through feedback, performance issues, and team-building.
Investigate, advise on, and resolve sensitive employee relations matters with sound judgment and discretion.
Partner with leadership and hiring managers on workforce planning, role definition, leveling, compensation calibration, and interview design.
Own salary bands, leveling architecture, and the annual compensation cycle, including market benchmarking and advising on offers.
Partner with the CEO and VP of Finance on equity, bonus, and total rewards philosophy.
Partner with leadership on team structure, span of control, succession, and growth planning, translating business strategy into people strategy.
Own engagement strategy, including running surveys, stay interviews, analyzing data, and leading action planning with managers.
Own employment compliance across the global footprint, partnering with PEO and external counsel.
Develop insights through people analytics for headcount, retention, performance distribution, compensation equity, and hiring funnel health.
Design Axial's Learning & Development framework.
Direct the HR Coordinator (part-time contractor) to ensure clean execution of the operational backbone.
Lead strategic people initiatives such as manager onboarding, leadership development, and culture programs.