Senior People Business Partner, Customer Team

Criteo • New York, NY

9d • $120,640 - $180,960 • Hybrid

About The Position

As a Senior People Business Partner, you will partner with leaders across different functions (Sales, Marketing, etc.) to translate business priorities into clear People actions. You will act as a trusted advisor to managers and senior leaders, combining strategic partnership with strong operational execution across the full employee lifecycle. You will work closely with People colleagues across Talent Acquisition, Total Rewards, Talent Management, People Operations, and Employee Relations to deliver a high-standard employee and manager experience while ensuring consistency, compliance, and impact.

Requirements

• Min. 8 years of experience in an HR Business Partner, People Business Partner, or broader HR leadership role in a fast-paced, international environment.
• Strong track record of partnering with senior leaders and influencing decisions with credibility and pragmatism, preferably in a fast-paced & international environment.
• Able to operate at both strategic and operational level, moving easily from organizational topics to day-to-day manager support while prioritizing effectively, staying organized.
• Solid experience handling employee relations matters and navigating sensitive situations with sound judgment.
• Strong understanding of performance management, talent management, change management, and manager effectiveness.
• Comfortable using data and business insight to diagnose issues and shape action plans.
• Skilled at building trust, challenging constructively, and coaching leaders through complex people topics.
• Able to work effectively in a matrix organization and partner across multiple People functions.

Responsibilities

• Partner closely with leaders to understand business priorities, organizational challenges, and talent implications across your scope.
• Translate business strategy into practical People plans.
• Use people data, business context, and on-the-ground insights to identify risks, opportunities, and priority actions.
• Challenge and coach leaders on organization design, team effectiveness, manager capability, and talent decisions.
• Diagnose organizational issues and partner with leaders on organization design.
• Support leaders through key moments of change, helping them navigate ambiguity, drive adoption, and maintain engagement.
• Act as the primary People partner for leaders and managers in your population, providing pragmatic and timely guidance on day-to-day People topics.
• Coach managers through performance conversations, team dynamics, employee development, and difficult people situations.
• Support managers across key lifecycle moments (onboarding, internal moves, development, performance challenges, exits).
• Build trusted relationships across the organization and maintain strong credibility with stakeholders at different levels.
• Manage employee relations topics in partnership with relevant local experts.
• Ensure People decisions are compliant and well documented.
• Escalate complex or high-risk issues appropriately and help mitigate risk for the business.
• Drive the rollout and execution of core People processes & campaigns (performance reviews, talent reviews, succession discussions, development planning, annual compensation cycles).
• Ensure leaders are equipped and held accountable to make high-quality, fair, and well-calibrated people decisions.
• Identify top talent, retention risks, development needs, and capability gaps, and define actions with leaders.
• Partner with Talent Management and Talent Acquisition to strengthen internal mobility, pipeline health, and organizational capability.
• Work in close partnership with other People Business Partners and Centers of Excellence to deliver integrated People support.
• Ensure global and regional programs are implemented effectively within your scope and adapted where needed to local or business realities.
• Contribute to broader People team priorities, best practices, and continuous improvement efforts.

Benefits

• Hybrid model
• Learning, mentorship & career development programs
• Health benefits
• Wellness perks
• Mental health support
• Diverse, inclusive, and globally connected team
• Attractive salary
• Performance-based rewards
• Family-friendly policies
• Potential for equity depending on role and level
• Healthcare, dental, and vision insurance (US)
• 401(k) plan with company match (US)
• Short-term and long-term disability coverage (US)
• Life insurance (US)
• Family forming and wellness benefits (US)
• Flexible Work financial support (US)
• Learning opportunities (US)
• Robust annual leave plan including volunteer time off and summer vacation days (US)

What This Job Offers

• Job Type: Full-time
• Career Level: Senior
• Education Level: No Education Listed