[Hiring] People Business Partner @Fivetran

Role Description

You'll spend much of your time helping managers tackle the things that make leading people hard:

• Giving clear feedback
• Addressing performance early
• Navigating change
• Building effective teams
• Making good decisions when the answer isn't obvious

We don't expect you to have a playbook for everything. We do expect you to be curious, use good judgment, ask the right questions, and be comfortable forming a point of view. We're looking for a People Business Partner to join our Regional HRBP team and support managers across North America. Our Regional HRBP model is new, so you'll also help us build it. You'll work closely with Functional HRBPs and partners across the People team, learning from what you see on the ground and helping us create better, simpler ways of working as we grow. You'll report to the Director, Regional HR Business Partners .

What You’ll Do

• Coach managers on performance, feedback, development, conflict, team dynamics, and difficult people decisions.
• Get underneath the problem by asking good questions and understanding the context.
• Handle complex people matters, balancing good judgment, employee experience, business needs, consistency, and risk.
• Help teams perform better by working with managers on team health, engagement, talent, performance, and change.
• Spot patterns to avoid solving the same problem multiple times.
• Work closely with Functional HRBPs to bring broader functional and leadership context.
• Help us build the new model by figuring out what works and challenging what doesn't.
• Look for a better way by exploring technology, automation, and AI to improve decision-making.

Qualifications

• Experience as a People/HR Business Partner or in a role coaching managers.
• Strong working knowledge of US employment practices; experience across multiple US states preferred.
• Strong manager coaching skills, able to be supportive while providing honest feedback.
• Good judgment in assessing risks and making recommendations.
• Agility to adjust quickly to changing priorities and plans.
• Comfort with ambiguity and making progress without defined processes.
• Interest in understanding the business behind people questions.
• Ability to work independently while knowing when to escalate issues.
• Pattern recognition skills to understand underlying issues.
• Comfort working across teams, functions, and time zones in a distributed company.

Bonus Skills

• Experience working with data related to engagement, performance, attrition, or workforce.
• Familiarity with People analytics or visualization tools.
• Interest in AI and its potential impact on management and People teams.
• Experience in building or improving processes rather than just operating within established models.
• Experience navigating mergers, integrations, rapid growth, or significant organizational change.