About the role:

We’re looking for a results-driven HR business partner who can dive into the details with the engineering and product client groups, take a step back to strategize, and then engage to deliver high-impact programs. This role will help business leaders use data to plan ahead and make recommendations that improve performance, retention, and the employee experience. Whether helping design and roll out HR Programs or enhancing organizational effectiveness through coaching, you bring a strong business and client focus and analytical rigor. You will leverage your program development skills and organizational savviness to bring these initiatives to fruition in meaningful ways, at scale.

Here’s more of what you will get to do:

• Coach managers through the employee development process, including leadership succession planning, assisting managers in creating quality employee development action plans, and other special initiatives supporting employee/leadership development.
• Primary liaison for people managers, offering guidance, coaching, resource identification, and HR coordination, ensuring effective team leadership and support.
• Serves as an advisor to people managers on talent development, organizational performance, engagement, culture, and leadership matters.
• Proactively develop and implement actions, in partnership with the management team, to enhance employee engagement initiatives focused on organizational climate and culture change.
• Oversee complex employee relations issues, including fact gathering, analysis, recommendations, and performance improvement progress. Coach managers on conflict resolution and addressing escalations. Facilitate knowledge sharing within the broader HR team. Act as the first point of contact for employee complaints and conduct investigations as appropriate.
• Manage accommodations requests and partner with HR Operations on LOAs
• Supports talent review process, ensuring managers understand the steps and complete activities in a timely and equitable manner.
• Coach managers and individual contributors on performance management issues and create/deploy performance improvement plans.
• Leverages human capital expertise to advise and hold teams accountable for sustaining engagement action plans (e.g., by suggesting tactics, acting as a sounding board, and reviewing and approving action plans within assigned areas).
• Uses organizational diagnostics (e.g., surveys, workforce analysis, HR compliance reporting, etc.) to proactively identify and react to key talent/employee engagement challenges and opportunities in the business.
• Promotes adoption and effective use of company programs such as reward, recognition, talent, and communication programs; as needed, leverages HR Centers of Excellence (COEs)  for support and deep subject matter.
• Provides input to HR COEs regarding specific functional strategies, programs, and practices to ensure they meet business needs. Serves as an advocate for business leaders and managers.

Identify capability gaps in the current workforce and set strategies to help address future needs by partnering with the COEs.

• Participates in the interview and selection process for people leaders to ensure consistent leadership quality.
• Leads conversations with teams on sourcing, recruiting, and staffing plans and partners with the Talent Acquisition team to determine and support hiring plans.
• Special projects as assigned to meet HR / Business initiatives.
• Perform other duties as assigned or required.

You’ll thrive in this role if you have:

• Minimum 7 years of progressive Human Resources experience, including leadership coaching and organizational development, is required.
• Experience with supporting nearshore teams in LATAM is a plus.
• Experience in fast-paced tech companies supporting Engineering and Product functions is required.
• Experience coaching and influencing senior management with demonstrated program development expertise is required.
• Current knowledge of local, state (WA, FL, CA), and federal laws.
• Strong business, analytics, and HR acumen, including strong problem-solving skills, critical thinking, and initiative.
• Experience with pay band in-line leveling.
• Deep curiosity into data and how to use it to tell stories, build business cases, and influence outcomes.
• Excellent communication skills, experience presenting to large groups, and the ability to influence and develop strong relationships.
• Demonstrated ability to partner with key stakeholders in executing people initiatives focused on business priorities.
• Represent the cultural cornerstones of the company, such as being driven, neighborly, and adaptable.
• Solutions-focused, flexible, and able to cope well with and lead teams through change.
• Employee relations, change management, and team development experience
• Strong business and employee experience focus.
• Commitment to academic excellence and continuous learning as illustrated by completing a Bachelor’s Degree, preferably in Human Resources OR a combination of experience and certifications such as a PHR, SPHR, or SHRM-CP/SCP.

Compensation Range: $149,000 – $165,000

OfferUp offers a comprehensive compensation and benefits package where you’ll be rewarded based on your performance and recognized for the value you bring to the business. Individual salaries within our ranges are determined through a variety of factors, including but not limited to education, experience, knowledge, skills, and geography. All roles will receive equity in OfferUp as part of their compensation, the amount of equity varying depending on the individual’s level and experience.

Benefits (all US roles): In addition to our compensation package, this role is eligible to enroll in health insurance, healthcare savings, and spending accounts, retirement savings benefits (401(k) plan with match), basic and voluntary life insurance, disability benefits, and paid time off for sick leave, family and/or medical leave, vacation, and 12 company holidays. In regard to vacation time, OfferUp has a flexible vacation policy, and, in general, full-time, exempt employees will be expected to take 3-5 weeks (15-30 days) of pre-planned vacation time per year. Vacation needs are flexible and will naturally vary from year to year based on individual circumstances and business needs. In regard to sick time, all full-time employees (exempt and non-exempt) will be granted 12 days (96 hours) of sick time per year (pro-rated if the start date is other than January 1). Your recruiter can share more details about specific benefits during the interview process.

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