Senior HR Business Partner, Americas GTM

Kyriba•New York, NY

About The Position

We are looking for a Senior HR Business Partner who seamlessly shifts between partnering at a strategic level with senior leaders, and isn’t afraid to roll up their sleeves to solve a complex people challenge on the ground. This is a role for someone who sees HR as a lever for growth, and who has the credibility, business acumen, and confidence to operate as a genuine thought partner to the leaders they serve. Your primary focus will be our Americas business leaders, partnering closely with several senior leaders across multiple functions including Sales, Marketing, Finance, and Legal to drive a high-performance culture, strengthen leadership capability, and ensure our people strategy translates into real business outcomes. The right person will thrive on variety, move confidently in ambiguity, and leave a visible mark on the organisation, creating consistency, as well as a smooth collaboration across the HRBP function. This is a high-visibility, high-impact role at a pivotal moment in Kyriba’s growth journey. You’ll be joining the function that is at the heart of Kyriba's business - our people. The HRBP team comprises partners aligned to our key business verticals: Sales; Customer Success, Marketing, G&A; and Research & Development, and exists as the engine behind architecting a future-ready workforce, accelerating Kyriba’s goal of delivering the most intelligent and secure liquidity performance platform, while fostering a culture of innovation, integrity, excellence, and belonging.

Requirements

8+ years of progressive HR experience, in a high-growth global technology or SaaS environment strongly preferred, across multiple geographies or globally within a matrixed organisation
5+ years demonstrated experience partnering with senior (VP+) leaders as a strategic business partner, not just as a service provider
Proven track record of managing complex employee relations matters across multiple US states
Proficiency with HRIS systems (Workday preferred) and Google Technology Suite
Commercial fluency: you understand SaaS, how the business makes money, what drives performance, and how people decisions connect to financial outcomes, bonus points if you know treasury and how liquidity planning fuels a company’s growth
Analytical capability: you are comfortable with data and metrics and use them to build credible, evidence-based recommendations
Coaching and facilitation skills: you develop the people around you, not just advise them
Written and verbal communication: you are clear, direct, and confident in your communication at all levels, including XCO
Organisational agility: you manage competing priorities across a complex, multi-stakeholder environment without losing quality or responsiveness

Nice To Haves

knowledge of Canadian and Central/Latin American employment law is a strong advantage

Responsibilities

Act as a trusted advisor and coach to VP and SVP-level leaders on all aspects of people leadership, get integrated into the business and own your seat at the table, contributing to planning, and translating people insights into strategic recommendations
Use data and analytics to identify trends, risks, and opportunities within your client groups and present actionable recommendations to leadership
Advise on organisational design, team structures, and workforce planning decisions, bringing both commercial and people expertise to the conversation
Represent the organisation in hiring decisions, including participation in interview processes for Director+ hires
Lead the talent processes for your client groups, including talent reviews, engagement surveys, critical role mapping and succession/talent development planning
Support the annual merit and promotion cycle for your client groups, ensuring consistency, fairness, and compliance with budget parameters
Manage underperformance proactively; advise leaders on PIPs and performance improvement approaches that are both compliant and genuinely aimed at improvement
Coordinate with EMEA and APAC HRBP colleagues under the HRBP Director’s leadership to ensure consistent HR program delivery and a unified, collaborative strategy for the organization
Navigate cross-border complexity (time zones, legal frameworks, cultural differences) with confidence and pragmatism
Identify patterns within the functions that signal broader structural, management, or cultural concerns and address them at source
Advise on and manage employee relations cases across the Americas, including disciplinary, grievance, performance, and exit matters
Contribute actively to the broader global HR team: sharing insights, co-designing solutions, and participating in CoE-led projects