People Business Partner

About Ceribell

Ceribell produces the world’s first brain monitor for point-of-care seizure triage and treatment. Our groundbreaking technology enables healthcare providers to test for a suspected seizure and then deliver treatments within minutes.
We are a rapidly growing venture capital-backed medical technology startup. Ceribell is being used in hundreds of community hospitals, large academic facilities and major IDN’s across the country. With extensive clinical validation of the effectiveness of our product and significant growth potential, Ceribell is a fantastic career opportunity.

Position Description:

The People Business Partner (PBP) plays a critical role in aligning and integrating people practices with the strategic needs of the business, ensuring the organization has the right structure, people, culture and capabilities needed to achieve its objectives.   The role is responsible for working closely with organization leaders acting as a trusted advisor, providing HR expertise in areas such as performance management, talent development and retention, culture and engagement, change management and employee relations. The People Business Partner will play a key role in driving culture and employee engagement, improving organizational performance, and supporting leaders to build high-performing teams.

 

Responsibilities:

Strategic HR Partnership:

• Collaborate with business leaders to understand department goals and challenges, ensuring alignment between HR strategies and business objectives
• Serve as a trusted advisor to leadership teams, providing expert advice and solutions on people-related issues
• Partner with key stakeholders to drive workforce planning, talent acquisition, and retention strategies

Performance Management:

• Support the performance management processes, including goal-setting, performance reviews, ongoing performance feedback
• Provide coaching and feedback to leaders to improve team performance and drive individual development

Talent Development & Retention:

• Play a key role in identifying training opportunities that enhance employee skills and development
• Assist in developing succession plans and identifying high-potential employees for leadership development initiatives
• Drive engagement programs to improve retention and overall engagement

Culture and Engagement:

• Conduct regular pulse checks  with employees and managers to assess leadership, overall team effectiveness, and organizational health
• Partner with organization leaders on action plans to address opportunities in employee survey results
• Advocate diversity and inclusion in all aspects of culture and engagement

Change Management:

• Support organizational change initiatives by helping leaders and employees navigate transitions
• Communicate change strategies effectively and ensure smooth implementation of HR programs and communication

Data-Driven Insights:

• Leverage HR data and analytics to provide insights that inform decision-making and improve people practices
• Monitor HR metrics such as turnover rates, engagement scores, and performance outcomes to identify trends and areas for improvement

Compliance & Policy Implementation:

• Ensure compliance with federal, state, and local employment laws and regulations
• Assist in the interpretation and implementation of HR policies, procedures, and programs
• Foster a positive and inclusive work environment by resolving conflicts and addressing workplace concerns

 

Requirements/Qualifications

Education:

• Bachelor’s degree in Human Resources, Business Administration, or related field. Master’s degree or HR certification (PHR, SPHR, SHRM-CP, or SHRM-SCP) is preferred

Experience:

• Minimum of 10 years of progressive HR experience, with at least 4 years in a business partner or strategic HR role
• Proven experience in organization development, performance management, and change management
• Experience working in fast-paced, high-growth environments is a plus

Competencies:

• Strong interpersonal and communication skills with the ability to influence and build relationships with key stakeholders
• Excellent problem-solving skills and the ability to handle sensitive situations with confidentiality
• Data-driven mindset with the ability to use HR analytics to drive decisions
• Knowledge of employment laws and HR best practices