Senior HR Business Partner

TripleLift•New York, NY

3d•$130,000 - $170,000

About The Position

TripleLift is seeking an experienced, strategic HR Business Partner to work closely with business leaders and align people strategies with business objectives. The role serves as a trusted advisor to leaders and employees, applying business acumen, sound judgment, and data-driven, solutions-oriented approaches to talent, organizational design, compensation, and employee experience. The position also supports compliance with applicable employment laws and regulations and partners with Legal, People Operations, and Learning & Development.

Requirements

At least 7 years of progressive HR experience, including at least 2 years in a business partner or similar role.
Demonstrated experience across core HR functions, including employee relations, performance management, and talent development.
Strong business acumen and ability to align people strategies with organizational goals.
Excellent communication and interpersonal skills, with the ability to influence and build relationships at all levels.
Sound judgment and problem-solving skills, including the ability to navigate complex and sensitive situations.
Experience using HR data and metrics to inform decisions and drive outcomes.
Working knowledge of HR best practices and federal and state employment laws and regulations.
Ability to work with urgency and proactively manage multiple priorities in a fast-paced environment, anticipate needs, and drive work forward.
Comfort and proficiency using AI tools and technologies to enhance productivity, streamline workflows, and support data-driven decision-making.

Nice To Haves

Familiarity with or direct experience in EMEA employment practices and regulations.
Bilingual in German and/or French.

Responsibilities

Partner with senior leaders and executives to develop and execute people strategies aligned with business goals.
Support organizational design, workforce planning, headcount strategy, team effectiveness, spans and layers, and role clarity.
Coach managers and senior leaders on performance management, engagement, leadership effectiveness, accountability, and complex employee situations.
Drive performance management processes, including review cycles and calibrations; assess talent, identify high performers, address performance gaps, and support promotion and succession planning.
Partner with leadership and People teams on merit cycles, promotions, and compensation decisions; provide guidance on leveling, internal equity, market positioning, and consistent application of the compensation philosophy.
Advise employees and managers on employee relations matters; handle sensitive situations discreetly and empathetically, identify trends and risks, and implement improvements to the employee experience.
Lead or support change management for reorganizations, team evolutions, and business transformations, including communication, stakeholder alignment, and adoption.
Work with Learning & Development to identify capability gaps and support targeted development initiatives; coach employees on career growth and development planning.
Use HR data and metrics to identify trends and inform decisions on attrition, engagement, performance, and organizational health.
Ensure compliance with federal, state (including New York), and local employment laws and regulations; partner with Legal and People Operations to mitigate risk and apply policies consistently.