Senior People Business Partner

YipitData

7d•$150,000 - $175,000•Remote

About The Position

As a Senior People Business Partner at YipitData, you will advise managers and senior leaders globally, translating business priorities into effective organizational and talent strategies. You will help leaders strengthen team performance, develop their leadership capabilities, plan for future workforce needs, and navigate complex organizational challenges. You will proactively identify people and organizational risks, influence critical decisions, and lead scalable initiatives that enable our teams to grow while sustaining YipitData’s high-performance, people-centered culture. The ideal candidate combines strong business acumen, sound judgment, and exceptional coaching skills with a bias for action. You thrive in a fast-paced, evolving environment and can move seamlessly between strategic advising and hands-on execution, independently leading complex work from concept through implementation.

Requirements

6+ years of experience in HR Business Partner, People Partner, Organizational Development, or a related role within a high-growth technology, SaaS, or similarly fast-paced environment.
Significant experience advising managers and senior leaders, including Director-level and above stakeholders, through complex business, organizational, and people decisions.
Strong business acumen and can connect financial and operational priorities to talent decisions, building credibility beyond traditional HR topics.
Experience leading organizational design, workforce planning, or talent strategy initiatives supporting meaningful company or department growth.
Proactively identify organizational risks and develop practical, systemic solutions rather than waiting for issues to escalate.
Experience building, redesigning, or significantly improving People programs or systems, not only administering established processes.
Experience leading core talent processes such as performance management, compensation planning, engagement, succession planning, or leadership development.
Strong independent judgment in sensitive employee relations, performance, and organizational matters and know when to escalate.
Exceptional communicator who can influence senior stakeholders, adapt across audiences, and bring clarity to complex or sensitive topics.
Use business context, qualitative signals, and quantitative insights to develop recommendations and guide decisions.
Thrive in high-growth, ambiguous environments where priorities evolve and systems are still being built.
Experience supporting globally distributed teams and navigating cross-cultural organizational dynamics.

Nice To Haves

Supported Data, Insights, Revenue, GTM, and / or Engineering organizations.
Built or redesigned career frameworks, leveling structures, performance systems, or leadership development programs.
Partnered closely with Finance and Talent Acquisition on strategic headcount planning and investment decisions.
Led significant organizational changes, restructurings, or transformation initiatives.
Helped a growing organization define and operationalize a high-performance culture.

Responsibilities

Serve as a trusted advisor to managers and senior leaders, using business acumen and sound judgment to influence organizational design, talent strategy, leadership development, and workforce planning.
Coach managers through ambiguous, high-stakes people and organizational challenges, strengthening their judgment, accountability, and ability to lead high-performing teams through growth and change.
Partner with managers, Talent Acquisition, and Finance to develop workforce and hiring strategies that align team structures and investments with the company’s highest priorities.
Strengthen the systems and management practices that support a high-performance culture, creating clear and consistent expectations for performance, accountability, and development.
Lead core talent processes, including performance management, calibration, promotions, succession planning, compensation planning, engagement, and leadership development for the Public Investor business.
Identify emerging organizational and talent risks—including retention concerns, leadership gaps, succession needs, and scaling challenges—and develop practical, data-informed solutions before they become business blockers.
Guide managers and leaders through reorganizations and other significant organizational changes, ensuring thoughtful planning, clear communication, and a strong employee experience.
Navigate complex and sensitive employee relations matters in partnership with Legal and People Operations, exercising sound independent judgment and escalating appropriately.
Partner across the People team to build and improve scalable programs, processes, and operating practices—not simply administer existing ones.
Shape communication strategies for significant people and organizational initiatives, ensuring leaders and employees have the context and clarity they need.
Champion YipitData’s culture and leadership expectations, helping leaders build inclusive, high-performing teams and reinforce our values throughout the employee lifecycle.
Use AI and technology to increase the effectiveness and scalability of your work and help leaders and teams operate more efficiently.