Senior Human Resources Business Partner - Remote

Sonatype is the software supply chain management company. We're on a mission to change how the world innovates by making software development easier. From running the world's largest repository of Java open-source components (Maven Central) to inventing componentized software development and then software supply chain management to creating the only solution that stops malicious open-source malware in its tracks, we're constantly leading the industry while helping thousands of customers manage open source every day.
Already used by 15 million developers, we have lofty goals for our technology to be in the hands of every engineering team. And we need you to do that. Join us!
Learn more at www.sonatype.com.

The DNA of Sonatype is our people. Our core values are what drives us and our work, we seek different perspectives that each individual brings. Whether working with a team of colleagues or with clients, we ensure that we champion a culture that celebrates diversity and builds on shared connections.
As we continue to scale, we are strengthening our Talent Management function to more deeply influence and impact the business on key talent initiatives. The Senior HR Business Partner (HRBP) position is responsible for aligning strategic objectives with employees and management in designated business units. The position formulates partnerships across the HR function to deliver valuable service to management and employees that reflects the strategic objectives of the organization. The Senior HRBP maintains an effective level of business literacy about the business unit's financial position, its midrange plans, its culture and its competition.

What You’ll Be Doing/Key Qualifications:

• Provide strategic and tactical human resource support to several of Sonatype’s Executive leaders to drive revenue and champion growth
• Workforce Planning & Analysis: work with assigned business unit leaders to analyze current & future trends to determine future staffing needs; conduct gap analysis and recommend training or learning for employees
• Compensation design: work with assigned business unit leaders and relevant tools (i.e. Mercer, Talent Neuron) to prepare compensation packages for new roles and make recommendations for salary increases and bonuses for current employees.
• Performance management: partner with business unit leaders to develop and gather Objectives & Key Results for their teams; use data to recommend employment status decisions; identify coaching & training opportunities for employees within those business units; coach people managers on how to effectively lead team performance
• Communication & Interpersonal influence: establish relationships with key stakeholders to develop and communicate the HR annual operation plan; coach and collaborate with leaders on HR matters
• Partner with business leadership to proactively diagnose and identify future people-related business needs and translate into achievable action plans. Advise management on related risk, balancing legal requirements with business requirements.
• Engage in key business initiatives involving the design of organizational development strategies to enhance business performance through the facilitation of modernization efforts, change management strategies and/or cultural alignment activities as needed.
• Develop commanding knowledge of businesses to include an understanding of short-term objectives & long-term strategies for the organization.
• Lead compliance with Sonatype policies, processes and practices. Maintain current knowledge of federal, state and local employment practices and labor laws. Role model Sonatype ethical standards, integrity and code of conduct.
• Perform other duties & responsibilities as assigned.

Who you are/Key Qualifications:

• Bachelor’s degree in business, human resources, organizational behavior or related field. SPHR required.
• 10+ years’ directly related work experience in Human Resources in a business partner capacity providing direct support to front-line business leaders.
• Demonstrated ability to effectively partner with senior business leaders to drive strategic business decisions while balancing the need for tactical execution of HR processes and workflows.
• Direct experience supporting diverse business operations.
• Strong leadership capabilities with proven track record to cultivate an environment of positive employee engagement and trust. Proven ability to establish credibility, coupled with the ability to recognize and support the organization’s preferences and priorities
• Strong influencing and negotiation skills; consultative and collaborative leadership style; ability to create and mai