HR Business Partner

<h3>POSITION OVERVIEW</h3> <p><strong>Location: We are looking for candidates based in Chicago, Boston, or London who are able to work from our local office two days per week.</strong></p> <p><br>We are looking for an HR Business Partner to join our People Team at Showpad. In this role, you will serve as a strategic partner to executives and business leaders while also rolling up your sleeves to execute and continuously improve people programs. You will partner closely with senior leaders across the business — serving as a trusted advisor on all people matters that intersect with business performance.</p> <p>You sit comfortably at the intersection of strategy and operations — able to hold your own in a leadership conversation about organizational design in the morning, and drive a performance cycle or navigate a complex employee relations matter in the afternoon. You lead with a lens of equity and inclusion, build trust quickly, and influence without authority. You bring independent judgment, a bias for action, and a genuine passion for creating environments where people can do their best work.</p> <p>&nbsp;</p> <h3>KEY RESPONSIBILITIES</h3> <h4><strong>Strategic HR Partnership</strong></h4> <ul> <li>Act as a trusted advisor to executives, senior leaders, and managers on the full range of HR matters, including organizational design, workforce planning, and talent strategy.</li> <li>Translate business goals into people strategies and proactively identify people risks and opportunities before they escalate.</li> <li>Build deep, credible relationships at all levels of the organization by delivering on commitments and maintaining confidentiality.</li> </ul> <h4><strong>Employee Relations &amp; HR Expertise</strong></h4> <ul> <li>Independently manage complex employee relations issues — including investigations, disciplinary actions, performance management, and conflict resolution — with sound judgment and a fair, compliance-grounded approach.</li> <li>Provide coaching and guidance to executives, senior leaders, and managers on navigating difficult conversations, including performance improvement, terminations, and team dynamics.</li> <li>Maintain in-depth knowledge of applicable employment laws and regulations (US and EMEA) and proactively apply this knowledge to mitigate legal risk.</li> <li>Stay current on HR trends, emerging practices, and legal developments; bring relevant insights back to the team.</li> </ul> <h4><strong>Program Execution &amp; Operational Excellence</strong></h4> <ul> <li>Own and execute core People programs end-to-end — including merit cycles, performance reviews, engagement surveys, and exit processes — with precision and a focus on conti