Sr. Staff People Partner

Job description

**This position is listed on behalf of a partner company, who manages all applications and next steps. Our partner is looking for a Sr. Staff People Partner based in United States.** This role serves as a strategic People Partner to revenue-generating and high-volume operational teams across Commercial, Marketing, Operations, and Patient Support. You will work closely with senior leaders to shape organizational design, workforce planning, performance management, and people strategy. The position combines strategic HR partnership with hands-on expertise in employee relations, variable compensation, career architecture, and organizational change. You will advise leaders in environments where performance, productivity, staffing, and retention have a direct impact on business outcomes. With an evolving People function and limited legacy structure, you will have significant autonomy to build scalable processes and operating practices. Your ability to turn people data into actionable insights will help leaders make stronger decisions around talent, performance, and organizational effectiveness. This is an opportunity for a hands-on HR leader to influence a growing organization while building the foundation for a high-performing People Partner function. ### Accountabilities - Serve as the primary People Partner to leaders across Commercial, Marketing, Operations, and Patient Support, developing a strong understanding of business priorities, workforce dynamics, performance, and organizational needs. - Partner with leadership on organizational design and workforce planning for quota-carrying, capacity-driven, and hourly teams, including spans of control, territory and coverage changes, career paths, and staffing models. - Identify organizational gaps across structure, manager capability, and People programs, providing practical recommendations and solutions rather than observations alone. - Lead the people aspects of restructures, role eliminations, and organizational changes, including planning, sequencing, communications, execution, and follow-through. - Coach managers through performance management situations involving metrics such as quota attainment, customer satisfaction, adherence, productivity, and ticket volume, helping distinguish capability issues from coverage, territory, or ramp-related challenges. - Lead and continuously improve performance review and calibration processes across teams with different performance drivers, territories, books of business, and seasonal considerations. - Develop effective performance documentation and Performance Improvement Plan (PIP) practices that support consistent and well-managed employee decisions. - Partner with Compensation on job architecture, leveling, and Job Family Architectures (JFAs) across commissioned and non-exempt employee populations. - Advise leaders and employees on variable compensation, including plan mechanics, mid-cycle changes, commission questions, and disputed payments, escalating matters to Compensation, Finance, or Legal when appropriate. - Help build practical career paths that reflect how sales, Customer Success, and contact center employees develop and progress. - Own employee relations matters from intake through investigation, documentation, resolution, and closure, maintaining consistent and scalable practices. - Manage complex employee relations situations involving commercial teams, including conduct at events, conferences, client sites, travel, complaints involving high performers or clients, and boundary or power-dynamic concerns. - Apply consistent employee relations documentation and workflows while recognizing when matters require escalation to Legal. - Analyze workforce data including turnover, ramp, engagement, and headcount trends, translating insights into recommendations that leaders can act on. - Track revenue-oriented people metrics such as regretted attrition among quota-carrying employees, time to productivity, and Patient Support turnover. - Build documentation, workflows, and operational infrastructure that allow the People function to scale effectively. - Contribute to additional People initiatives and responsibilities as business needs evolve. ### **Requirements** - 8+ years of HR experience, including significant experience as a People Partner supporting commercial, sales, revenue-generating, or similarly performance-driven organizations. - Deep practical knowledge of variable compensation, with experience supporting commissioned populations and advising on compensation plan mechanics, disputes, and behavioral implications. - Strong employee relations and performance management expertise, with a track record of serving as a trusted advisor rather than simply executing HR processes. - Experience supporting or partnering on organizational restructures, organizational design initiatives, or significant workforce changes. - Broad HR generalist experience spanning compliance, People Operations, business partnership, employee relations, and compensation. - Ability to credibly partner with Chief Revenue Officers (CROs), Vice Presidents of Sales, and other senior executives, including understanding forecasts, capacity models, and commercial performance drivers. - Strong communication skills and the confidence to challenge senior leaders constructively, communicate difficult messages clearly, and remain decisive under pressure. - Highly organized and execution-oriented, with the ability to move quickly, prioritize effectively, close loops, and escalate or seek support when appropriate. - Curious, objective, and solutions-oriented approach to complex people and organizational challenges. - Strong analytical and data-driven mindset, with the ability to use workforce insights to influence decisions and shape People strategy. - Experience working in a scaling organization where the People function was still being developed, with a hands-on approach rather than reliance on a highly centralized HR structure. - Comfortable operating in a blank-slate environment and building lightweight, practical systems that employees and managers will actually use. - Strong knowledge of multi-state employment law applicable to a nationwide workforce. - Passion for enabling high-performing teams and fostering a collaborative, innovative, and inclusive workplace. - Experience in healthcare, digital health, or health technology is preferred. - Experience supporting high-volume hourly or contact center workforces, or comparable experience managing non-exempt populations at scale, is preferred. - Human Resources certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR is preferred. - Demonstrated experience serving as a trusted HR Business Partner to C-suite and senior executive leaders is preferred. ### **Benefits** - Medical, dental, and vision insurance plans. - Flexible Spending Accounts (FSA) and Health Savings Accounts (HSA). - Flexible Paid Time Off (PTO). - 401(k) retirement plan with company match. - Life insurance. - Pet insurance. - Additional benefits and programs available to eligible salaried employees. - Remote work environment with the flexibility associated with a distributed workforce. - Opportunity to work in a relatively flat organizational structure where employees are encouraged to contribute ideas and take ownership. - A culture centered on autonomy, competence, belonging, collaboration, and innovation.