Senior People Business Partner

Carvana•Tempe, AZ

18h•Onsite

About The Position

As a Senior Talent Partner (Senior People Business Partner), you're part strategist, part coach, part culture champion — and fully embedded in the teams you support. You'll partner directly with leaders across the business on everything from performance management and talent development to org design and employee engagement. You'll roll up your sleeves and help build talent programs that actually work. You'll make smart, data-informed calls even when the picture isn't perfectly clear, and you'll introduce programs and processes that feel like Carvana, not like they came out of an HR textbook. The ideal candidate is a self-starter who geeks out over solving people challenges, thrives in ambiguity, and gets fired up about continuous improvement. Most importantly, you'll see the impact of your work immediately — in a company that's moving fast and growing faster.

Requirements

Bachelor's degree required
5+ years in Operations Leadership, Talent Development, OD, HR, Training, or a related field
2+ years partnering with senior leaders on talent initiatives, including coaching managers
Experience with HR tech required
Strong organizational and project management chops
Comfortable communicating in person and through tech (email, Slack, Zoom — you know, the usual)
Ability to dig into data, spot trends, and turn insights into action
High integrity — no shortcuts, no BS
Confident presenting to groups and making complex ideas click
Natural ability to coach and motivate others to move
Energy, drive, and a bias toward getting things done
Can operate autonomously — you don't need someone looking over your shoulder
Must be able to read, write, speak and understand English.

Nice To Haves

Master's in Business, HR, I/O Psychology, or related field preferred
Workday experience is a bonus

Responsibilities

Drive organizational impact through a consistent on-site presence, building real partnerships with leaders, peers, stakeholders, and SMEs — not just scheduling syncs. That means proactive engagement across channels, including frequent face time at HQ and field locations around the country.
Co-creating people and talent strategies with your assigned departments — mapping out roadmaps for attraction, engagement, development, coaching, and retention.
Turning big-picture strategy into tangible milestones that actually get done.
Being the trusted advisor who sees around corners — anticipating needs, recommending solutions before anyone asks, and building contingency plans that keep things moving.
Serving as the bridge between business leaders and People Ops teams (Total Rewards, Talent Acquisition, Leadership Development, Benefits & Leaves, HR Ops) — maximizing impact and cutting redundancy.
Coaching managers and leaders 1:1 — checking in, helping them hit their commitments, and delivering honest, timely feedback (respectfully, of course — we're direct, not rude).
Running talent needs assessments, looping in the right experts, and staying ahead of internal and external trends.
Prioritizing ruthlessly — big rocks first.
Designing and driving talent initiatives that improve processes, level up leaders, and make the employee experience genuinely better — always with a continuous improvement mindset.
Tracking performance against key talent metrics, reviewing the data with leaders, and using it to inform real decisions — not just pretty dashboards.
Supporting performance management, defining career paths, and fostering a culture where development isn't a checkbox — it's the norm.
Staying plugged into business strategy so your talent advice is always relevant, timely, and forward-looking.
Leading large-scale change management within your departments — leveraging strong communication skills (written, verbal, and reading-the-room). You know how to influence up and across.
Other duties as assigned