Sr. Human Resources Business Partner

The Pipeline Group, LLC•San Jose, CA

11d•$80,000 - $100,000•Remote

About The Position

The Pipeline Group (TPG) is seeking an experienced and highly engaged Senior Human Resources Business Partner (Sr. HRBP) to serve as a trusted partner to employees and leaders across TPG. This is a hands-on role heavily focused on employee relations, manager development, compliance, and day-to-day business partnership. The Sr. HRBP will stay closely connected to our teams and managers, building a strong understanding of how the business operates, where challenges exist, and where stronger people leadership can improve both employee experience and business performance. A major priority for this role will be strengthening the capabilities of our front-line and mid-level managers through ongoing coaching, training, and development. We need someone who can help managers navigate difficult conversations, communicate effectively, manage performance appropriately, resolve conflict, and build the judgment and emotional intelligence required to lead people well. This person must also be comfortable operating in a fast-paced, performance-driven environment where the HR perspective will not always be the easiest or most popular one in the room. The right partner can respectfully challenge assumptions, provide additional context when needed, and help the organization reach decisions that are fair, compliant, and responsible for both our people and the business.

Requirements

6+ years of progressive HR experience with significant hands-on responsibility for employee relations and HR business partnership.
Strong experience handling sensitive ER matters, including investigations, performance concerns, corrective actions, workplace conflict, and terminations.
Demonstrated experience coaching and developing front-line and mid-level managers, including facilitating recurring manager training and development.
Strong knowledge of employment law, HR compliance, documentation practices, and employee-relations risk.
Sound judgment and the ability to gather context before reaching conclusions or recommending employment action.
Ability to balance a high-performance and accountable culture with thoughtful, consistent, and fair people practices.
Confidence working with strong personalities and senior leaders, including the ability to professionally disagree and explain the business rationale behind an HR recommendation.
Strong communication, emotional intelligence, discretion, and problem-solving skills.
A practical, solutions-oriented approach with the ability to advocate for sound people practices while remaining grounded in business realities.
Comfortable moving between ER matters, manager coaching, training, leadership partnership, and hands-on HR administration based on organizational needs.
Stable internet connection and Mbps to work from home will be required.

Responsibilities

Serve as a primary HR partner for employee concerns, performance and attendance issues, interpersonal conflict, policy violations, investigations, corrective actions, and terminations.
Gather appropriate context and ensure decisions are consistent, well-documented, and supported by the facts.
Establish and maintain an ongoing manager development program focused on practical people leadership, including communication, emotional intelligence, feedback, accountability, difficult conversations, conflict resolution, performance management, and employee relations fundamentals.
Partner directly with managers as employee challenges emerge, helping them set clear expectations, provide timely feedback, appropriately document concerns, and determine when a situation requires additional coaching, formal corrective action, or HR escalation.
Stay embedded in the business and build strong relationships across teams.
Understand team dynamics, leadership styles, performance expectations, and operational pressures so HR recommendations reflect the full context of the situation.
Maintain strong knowledge of applicable employment laws and HR best practices, identify potential risks early, and partner with leadership and Legal on complex or higher-risk matters when appropriate.
Identify recurring employee-relations and manager challenges and translate those trends into stronger training, processes, resources, and preventative support.
Support essential HR administration, including I-9s, onboarding and offboarding documentation, employee records, policy acknowledgments, and other day-to-day People Operations responsibilities.