Senior HR Business Partner, Risk

Company Description

Since we opened our doors in 2009, the world of commerce has evolved immensely, and so has Square. After enabling anyone to take payments and never miss a sale, we saw sellers stymied by disparate, outmoded products and tools that wouldn’t work together.

So we expanded into software and started building integrated, omnichannel solutions – to help sellers sell online, manage inventory, offer buy now, pay later functionality through Afterpay, book appointments, engage loyal buyers, and hire and pay staff. Across it all, we’ve embedded financial services tools at the point of sale, so merchants can access a business loan and manage their cash flow in one place. Afterpay furthers our goal to provide omnichannel tools that unlock meaningful value and growth, enabling sellers to capture the next generation shopper, increase order sizes, and compete at a larger scale.

Today, we are a partner to sellers of all sizes – large, enterprise-scale businesses with complex operations, sellers just starting, as well as merchants who began selling with Square and have grown larger over time. As our sellers grow, so do our solutions. There is a massive opportunity in front of us. We’re building a significant, meaningful, and lasting business, and we are helping sellers worldwide do the same.

Job Description

Our HR Business Partners (HRBP) support specific teams, working with management and employees on people-related issues: talent management, employee relations, coaching, compensation, conflict and performance management, organizational design and more. HRBPs are instrumental in initiating and driving HR programs within specific responsibilities.

We’re looking for a Senior HRBP to guide people and programs across Square Risk. You are one who is interested in making a significant impact in one of the most valued and visible groups in the company with extraordinary desire to innovate. You will work with business leaders to provide hands-on and strategic input, insight, and advice concerning employee relations, performance management, coaching, compensation, conflict management, organizational development, training and more. You’re comfortable speaking up and driving programs forward despite any unexpected roadblocks. You will report to Square’s Banking|Hardware|Risk HRBP Lead.

You Will:

• Partner with senior leaders and mid-level managers to develop and implement HR policies to support the strategic growth of the business

• Provide strategic HR expertise in compensation, feedback, performance management, employee relations, coaching, and organizational development

• Offer expertise regarding organizational and people-related strategy

• Collaborate with the People team to advocate for and accelerate a work culture in which people feel engaged and inspired to deliver top results

• Develop people strategies and design approaches for diagnosing and enhancing organizational effectiveness and employee satisfaction

• Lead core HR processes (eg, performance calibration, compensation cycle, promotions)

• Analyze multiple types of employee reports (eg, compensation, job levels, and attrition) to guide decision-making and provide proactive solutions to client groups

• Partner with HRBP and Centers of Excellence colleagues to work on value-added programs in areas of performance management, promotions, career development, mobility, training and more

Qualifications

You Have:

• 8+ years experience in HR, ideally in an HR Business Partner role

• At least 3+ years experience supporting operations and engineering leaders at the Director level or above 

• Relevant experience building and improving company culture and increasing employee engagement, and expertise in performance management

• Coaching and facilitation skills and ability to influence colleagues at all levels

• Knowledge of HR programs, including applicable state and federal employment laws and regulations

• Experience strategic partnering with business leaders on multi-year company or company-wide people projects

Additional Information

Block takes a market-based approach to pay, and pay may vary depending on your location. U.S. locations are categorized into one of four zones based on a cost of labor index for that geographic area. The successful candidate’s starting pay will be determined based on job-related skills, experience, qualifications, work location, and market conditions. These ranges may be modified in the future.

Zone A: USD $167,300 - USD $204,500
Zone B: USD $155,600 - USD $190,200
Zone C: USD $147,200 - USD $180,000
Zone D: USD $138,900 - USD $169,700

To find a location’s zone designation, please refer to this