Senior HR Business Partner

Optimizely • St. George, UT

8d

About The Position

We're looking for a Senior HR Business Partner to embed with our Customer Success organization and serve as a trusted people advisor. This role requires a strategic and analytical HR professional who thrives in a fast-paced environment, brings curiosity to every conversation, and can confidently influence senior leaders using data-driven insights. You'll help leaders build high-performing, engaged teams while navigating the fast pace and complexity of a global martech company. This isn't a transactional HR role. You'll be a real thought partner to the business, with a seat at the table on workforce planning, org design, talent strategy, and change management.

Requirements

• 4+ years of progressive HR experience, with demonstrated success as an HR Business Partner or similar role.
• Demonstrated ability to serve as a trusted advisor to senior leaders — building credibility quickly and influencing without authority.
• Strong business acumen: you think about people decisions in the context of business outcomes, not just HR best practices.
• Experience with workforce planning, organizational design, and change management in a fast-moving, matrixed environment.
• Ability to work effectively with regional HR partners across geographies and time zones.
• Highly organized with strong communication skills — you can manage multiple priorities and stakeholders without dropping the ball.
• Comfortable with ambiguity and able to drive projects to completion with minimal oversight.
• Ability to facilitate presentations and difficult conversations with senior leadership.

Nice To Haves

• Masters degree preferred
• SHRM Senior Certified Professional (SHRM-SCP) or GPHR Certification a plus

Responsibilities

• Coach and advise Customer Success leaders (executives and their directs) on employee engagement, retention, culture, organizational design, and change management.
• Serve as a strategic partner on workforce planning — including build vs. buy decisions, geographic expansion, cost optimization, contingent labor, and M&A — in close partnership with Finance and senior leadership.
• Lead or support change management tied to org design changes: people impact, compensation implications, communication planning, and execution.
• Support leaders in translating employee survey results into meaningful action plans — consulting, advising, and helping drive follow-through, with ownership sitting with the business.
• Stay close to retention risk — conducting exit interviews or proactive pulse conversations as needed.
• Advise on individual people topics (promotions, off-cycles, performance cases, terminations) and manage larger-scale hiring and downsizing initiatives as needed.
• Drive adoption of enterprise talent programs including compensation planning, talent reviews, succession planning, and engagement initiatives.
• Take on HR ad hoc projects as the business evolves.

What This Job Offers

• Job Type: Full-time
• Career Level: Senior