Sr. HR Business Partner

We are actively recruiting for a dynamic Human Resource professional who can diagnose problems as well as identify and drive appropriate solutions. The Senior Human Resource Business Partner (Sr. HRBP) will partner with the Engineering function and leadership at SailPoint, focused on the Americas region, along with their respective teams to develop and execute strategies that foster organizational effectiveness, people process maturity, and efficient growth for the company. The Sr. HRBP serves as a liaison between the business and the central corporate HR teams to assess the human resources needs in areas such as capability development, performance management, employee relations, compensation, retention, staffing, career development and leadership development. 

Key Responsibilities include:

• Develop and demonstrate an understanding of partner organizations, as well as the company and industry dynamics.
• In partnership with Functional leadership, design and implement HR strategies that support the company's objectives and business results.
• Review and analyze organizational data to identify trends and recommend solutions to improve workforce planning, performance, retention, and employee experience.
• Provide management coaching to build leadership capabilities to promote effective leadership and resolve employee concerns.
• Work with line managers and employees to address complex employee relations issues ensuring a balance in representing all parties’ interests.
• Support effective and compliant employment practices.
• Deploy standard and ad hoc HR processes related to talent management and development, compensation, promotion, and job leveling.
• Lead change management initiatives within the business functions to support the company’s rapid growth, ensuring smooth transitions and minimal disruption.
• Stay informed on laws and regulations regarding employment practices and trends; support regulatory review of new and existing legislative requirements and assisting the business in defining requirements for implementation.
• Conduct regular analyses of quantitative and observational organizational data, leveraging insights into your work and effectively presenting findings and determining solutions.
• Be a thought leader in the HR Business partnering space and in collaboration with the HR community.  

Path to success:

First 30 Days:

• Clearly articulate SailPoint’s industry, history, culture, mission, vision, values, strategic objectives, and how the People and Places team contributes to the organization’s success.
• Building foundational understanding of the current state of the business, and particularly the functions you partner with.
• Understand the current HR structure, philosophies, practices, policies, and procedures.
• Develop a meeting cadence with key stakeholders, functional leaders, HR partners, and cross-functional partners, and understand their perspectives and priorities.
• Meet with key stakeholders (function leaders and management) to understand their expectations and current HR challenges.

First 90 Days:

• Gather and review existing HR data (employee engagement surveys, turnover rates, performance metrics) to provide insights and areas for focused attention.
• Establish rapport and working dynamics with the HR team and cross-functional departments.
• Identify and implement quick wins that can have an immediate positive impact.
• Ensure familiarity with functional area Top Talent and any associated opportunities/ risks.
• Address any immediate employee relations issues and establish a proactive approach to potential conflicts.

• Develop and implement strategies to improve employee relations and reduce turnover.
• Review and assess the effectiveness and efficiency of recruitment, onboarding, development and performance management in your partner organizations, identifying inefficiencies and proposing improvements.
• Develop a short-range plan focusing on immediate priorities and alignment with your functional area’s strategic goals and HRBP leadership

First 6 Months:

• Conduct an analysis of your assigned functions strengths and opportunities and present your findings, insights and suggestions.
• Provide coaching and support to leaders to enhance their effectiveness.
• Using insights and observations, develop proactive, longer-range focus areas that could improve org effectiveness and present to leadership.
• Solicit feedback from key stakeholders and work those into an individual development plan to be presented to leadership.
• Demonstrate your ability to collaborate and execute on programmatic HR initiatives

Requirements:

• 7+ years relevant HR