Senior HR Business Partner

PLACE•Austin, TX

9d•Remote

About The Position

At PLACE, we're building a category-defining company at the intersection of real estate, technology, business services, and the consumer. As a profitable, hypergrowth startup, on the path to an IPO, our standards are high, our team is scrappy, and our commitment is to execute the best work of our lives. This is YOUR CHANCE to shape the backbone of a company that's scaling rapidly and innovating boldly. As our Senior HR Business Partner for RE Team Employees, you'll partner with the VP of Human Resources, RE Team Owners, and RE Operations Team leaders to navigate a uniquely complex employee relations landscape — supporting W2 employees embedded within our independent operator partnerships — while also owning a functional area within our enterprise People Operations Center of Excellence, such as Engagement or Performance Management & Rewards. If you thrive in complexity, entrepreneurial problem-solving, and believe in scaling through tech and AI, this is your PLACE.

Requirements

7+ years of progressive experience and a strong concentration in employee relations
Ideally with a background supporting franchise, agency, independent-contractor, or other distributed workforce models
Deep skill managing complex, sensitive employee relations issues with professionalism, objectivity, and sound legal judgment
Strong grasp of employment law and co-employment risk
Ability to influence without authority — coaching and guiding non-employee business owners on people practices even without direct organizational control over them
Comfortable leading structured onboarding and orientation sessions
Track record of coaching leaders and owners through conflict toward stronger engagement
Experience building or governing a CoE-style program before — whether engagement, performance management, onboarding, or compliance
Sharp analytical instincts, turning data into clear action plans
Excellent communication skills across audiences, building trust with both employees and independent operators alike
Comfortable exercising sound judgment and discretion in ambiguous situations
PHR, SPHR, or equivalent certification is a strong plus
Familiarity with HRIS, engagement survey platforms, and reporting systems (ADP experience a bonus)

Responsibilities

Serve as the primary HR point of contact for W2 employees embedded in assigned RE Teams, providing guidance on policies, benefits, and workplace concerns
Manage and resolve complex employee relations issues arising on RE Teams, conducting thorough, objective investigations even when day-to-day supervision comes from a non-PLACE Team Owner
Design and roll out people-management tools and processes — performance frameworks, compensation models, and similar resources — to help RE Team Owners and RE Operations leaders lead effectively
Coach and advise RE Team Owners on people practices, PLACE policy, and applicable employment law, clearly distinguishing which decisions must be made or approved by PLACE as the legal employer
Partner closely with Legal on employee relations matters touching the operator-partnership structure, co-employment risk, and escalations requiring legal review
Establish and maintain clear escalation protocols so RE Team Owners and employees know when and how to bring HR issues forward
Coordinate with the Partner Success Onboarding team to support smooth transitions of new team employees onto Powered by PLACE Teams
Conduct Operator Orientation for new RE Team Owners, introducing PLACE's people policies, employer-of-record responsibilities, and the escalation and support model
Support onboarding, offboarding, leave administration, and employee changes for the RE Team W2 population alongside the broader People Operations team
Coach leaders — including RE Team Owners, where appropriate — on impactful, legally sound performance and disciplinary conversations
Partner with the VP of HR on policy interpretation and updates specific to the operator-partnership model
Track and analyze employee relations trends across RE Teams to identify systemic issues and proactively address risk
Own a Center of Excellence functional area (e.g., Engagement or Performance Management & Rewards) — building manager toolkits, driving enterprise-wide programs, and reporting on effectiveness to HR leadership