Sr. HR Business Partner

Job Description

We are actively recruiting for a dynamic Human Resource professional who has the ability to diagnose problems as well as identify and drive appropriate solutions. The Senior Human Resource Business Partner “Sr. HRBP” will partner with the functional leaders of SailPoint in the AMS Go-to-Market (GTM) and Field Operations functions, along with their respective leadership teams to develop and execute strategies that foster organizational and people effectiveness, maturity and efficient growth. The Sr. HRBP serves as a liaison between the business and the central corporate teams to assess the human resources needs in areas such as capability development, performance management, employee relations, compensation, retention, staffing, career development and leadership development. 

Role is located in Austin.

Key Responsibilities include:

• Design and implement HR strategies that support the company's go-to-market objectives, working with leadership and management to develop and implement HR plans and solutions in order to achieve strategic business initiatives and deliver results.

• Review and analyze business unit data to identify trends and recommend solutions to improve performance, retention, and employee experience.

• Provide management coaching to build leadership capabilities to address and resolve employee issues.

• Deliver HR programs to the business.

• Work with line managers and employees to address complex employee relations issues ensuring a balance in representing all parties’ interests.

• Develop and implement strategies to increase employee engagement and satisfaction within the go-to-market teams.

• Provide leadership for employment practices.

• Provide compensation support including salary planning, approval of salary actions, promotions and job re-leveling. 

• Lead change management initiatives within the go-to-market functions to support the company’s rapid growth, ensuring smooth transitions and minimal disruption.

• Stay informed on laws and regulations regarding the EEOC and Affirmative Action practices and trends; support regulatory review of new and existing legislative requirements and assisting the business in defining requirements for implementation.

• Conduct regular, proactive analyses of data and processes related to employment decisions and HR processes.

• Analyze data and business processes to ensure accurate reporting.

• Be a thought leader in the HR Business partnering space and in collaboration with HR colleagues.  

Path to success:

Month 1:

• Clearly articulate SailPoint’s industry, history, culture, mission, vision, values, strategic objectives, and how the People and Places team contributes to the organization’s success.

• Understand the current HR structure, philosophies, practices, policies, and procedures.

• Develop a meeting cadence with key stakeholders, including senior leadership, direct reports, team members, and cross-functional partners, and understand their perspectives and priorities.

• Meet with key stakeholders (function leaders and management) to understand their expectations and current HR challenges.

Month 2:

• Gather and review existing HR data (employee engagement surveys, turnover rates, performance metrics) to provide insights and areas for focused attention.

• Establish rapport and working dynamics with the HR team and cross-functional departments.

• Identify and implement quick wins that can have an immediate positive impact.

• Ensure familiarity with functional area Top Talent and any associated opportunities/ risks.

• Address any immediate employee relations issues and establish a proactive approach to potential conflicts.

Month 3:

• Develop and implement strategies to improve employee relations and reduce turnover.

• Review and assess the effectiveness and efficiency of recruitment, onboarding, development and performance management in your assigned functions. Identifying inefficiencies and proposing improvements.

• Develop a short-range plan focusing on immediate priorities and alignment with your functional area’s strategic goals

Month 4:

• Conduct a SOAR analysis of your assigned functions and present your findings, insights and suggestions.

• Provide coaching and support to current leaders to enhance their effectiveness.

• Using insights and observations, develop proactive, longer-range focus areas that could improve org effectiveness and present to management.

Month 6:

• Solicit fee