Human Resources Business Partner

Company Description

Since we first opened our doors in 2009, the world of commerce has evolved immensely – and so has Square. After enabling anyone to take a payment 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, run a busy kitchen, book appointments, engage loyal buyers, and hire and pay staff. And 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 all in one place.

Today, we’re a partner to sellers of all sizes – large, enterprise-scale businesses with complex commerce operations, sellers just starting out, as well as merchants who began selling with Square and have grown larger over time. As our sellers scale, so do our solutions. We all grow together.

There is a massive opportunity in front of us. We’re building a business that is big, meaningful, and lasting. And we are helping sellers around the world do the same.

Job Description

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

We’re looking for an HRBP to drive people and business initiatives across Square GTM teams. The ideal candidate is one who is interested in making a significant impact in one of the most valued and visible groups in the company and excels in a fast-paced, high engagement environment with extraordinary desire to innovate. You will be on the front line working closely with business leaders to be able to provide hands-on and strategic input, insight, and advice with respect to employee relations, performance management, coaching/development, compensation, conflict management, organizational development, training and more. You’re comfortable speaking up and driving initiatives forward despite any unexpected roadblocks. You will report into an HRBP Lead.

You will:

• Partner with mid-level managers and senior leaders to develop and implement effective HR policies and practices that will support the strategic growth of the business
• Provide HR expertise in the areas of compensation, feedback, performance management, employee relations, development and coaching, and organizational development
• Offer thought leadership regarding organizational and people-related strategy and execution
• Collaborate with the People team to champion and accelerate a culture of excellence in which people feel engaged and inspired to deliver top business 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 and interpret various 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 Learning & Programs colleagues to work on value-added programs in areas of training, development, career mobility and job performance

Qualifications

You Have: 

• Minimum 5 years experience in an HR Generalist or HRBP role
• Relevant experience building and improving company culture and increasing employee engagement, and expertise in performance management
• Superb communication skills, including effective facilitation, listening and writing. Ability to express thoughts in a clear and concise manner
• Demonstrated analytical thinking, problem solving and decision making skills
• Effective coaching and facilitation skills and ability to influence colleagues at all levels of the organization
• Knowledge of HR programs and practices, including applicable state and federal employment laws and regulations

Even Better:

• Experience supporting go-to-market/sales organizations
• Track record of strategic partnering with business leaders on multi-year company or org-wide people initiatives or 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 fut