Sr. HR Business Partner

Artefact•New York, NY

2d•$140,000 - $150,000•Hybrid

About The Position

Artefact is a global data and AI consulting firm with more than 2,000 employees across 34 offices. As Artefact grows in the United States and Canada, the Sr. HR Business Partner will build and improve the systems, culture, and talent foundation supporting that growth. Reporting to the Head of People, this role translates People strategy into practical, scalable experiences and works closely with business leaders, Chapter Leads, employees, the Resource Manager, and global People partners. The role leads employee relations, manager advisory, talent development, onboarding, and employee experience across North America. It also oversees benefits administration and the execution of immigration and global mobility programs in the United States and Canada. The position combines program ownership and strategic influence with hands-on support for employees and managers, and contributes to regional and global People initiatives.

Requirements

Eight to ten years of progressive People or HR experience.
Strong experience across talent acquisition, employee relations, manager advisory, and manager, leadership, or professional development.
A track record of building or significantly improving People programs, systems, and processes.
Experience supporting employees and leaders across the United States and Canada.
Strong judgment and the ability to balance employee experience, business priorities, and organizational risk.
Confidence advising senior leaders and constructively challenging decisions when needed.
Experience developing recruiting strategies and overseeing full-cycle hiring.
Experience coaching managers and handling complex performance and employee-relations matters.
Experience designing or delivering manager, leadership, or professional-development initiatives.
Working knowledge of compensation benchmarking, job architecture, workforce planning, benefits, immigration, and global mobility.
Comfort using People data to identify trends, measure effectiveness, and guide decisions.
Interest in using technology and AI to improve how People teams work.
Strong project-management skills and the ability to move several priorities forward at once.
A collaborative, solutions-oriented approach and willingness to remain close to execution while building for scale.

Nice To Haves

Experience in a high-growth technology, consulting, or professional-services environment.
Experience supporting employees in Quebec.
Experience with Greenhouse or a similar applicant-tracking system.
Experience implementing or optimizing an HRIS.
Experience working within a global or multi-country People function.
Experience building campus or early-career recruiting programs.
Familiarity with consulting, utilization-based businesses, or other project-based organizations.
PHR, SHRM-CP, SHRM-SCP, CHRP, or an equivalent credential.

Responsibilities

Serve as the primary day-to-day People advisor to employees and managers across the United States and Canada.
Manage employee relations matters, including investigations, conflict resolution, performance concerns, accommodations, and workplace issues.
Coach managers on feedback, difficult conversations, employee concerns, employment decisions, development conversations, team effectiveness, and performance discussions.
Develop practical manager guidance and identify recurring concerns that call for policy, process, training, or organizational improvements.
Partner with the Head of People and employment counsel on sensitive, complex, or high-risk matters, and support consistent application of North American People policies.
Design and deliver manager, leadership, and professional-development initiatives aligned with organizational needs.
Handle performance-related employee relations, including documentation, performance-improvement plans, corrective action, and manager guidance.
Partner with the Resource Manager on talent reviews, individual development plans, capability gaps, career paths, and development initiatives; work with Chapter Leads to translate capability gaps into development programs.
Support Talent Acquisition during high-volume hiring periods as needed.
Set standards and design the North American onboarding program from preboarding through an employee’s first 90 days, oversee delivery, and improve it using feedback.
Establish onboarding coordination processes and standards for recruiting or operational support resources.
Lead employee-listening, engagement, and employee-experience initiatives, translating feedback into practical recommendations.
Lead day-to-day North American benefits administration, including employee guidance, vendor coordination, issue resolution, communications, and annual enrollment support.
Partner with the Head of People on benefits strategy, plan design, renewals, budget, and significant employee-impact decisions.
Execute immigration, work-authorization, and global mobility processes across the United States and Canada; coordinate with immigration counsel and external providers.
Maintain accurate mobility case tracking, documentation, communications, and compliance, and escalate material risks to the Head of People.
Support compensation, job architecture, pay-equity, and succession-planning initiatives led by the Head of People.
Use recruiting, employee-relations, talent, benefits, and employee-experience data to identify trends and support decision-making.
Partner with the Head of People and Resource Manager to strengthen employee-lifecycle processes and clarify ownership across the team.
Identify practical uses of AI and technology to reduce administrative work and improve employee and manager experiences.
Contribute to regional and global People initiatives across the employee lifecycle.