About the Role
The Principal Change & Org. Effectiveness Partner is a strategic people advisor who proactively partners and engages with business leaders to drive strategic priorities for the business at the full organization level. They partner with executives and senior management to enable business strategy and results through execution of talent management and workforce strategies. They will drive strategic workforce and talent plans in alignment with the priorities set by business leaders, with clear, actionable steps that optimize the organization's talent, structure, process, and culture.
What the Candidate Will Do

• Conduct organizational effectiveness assessments and design workforce models that build organizational capability, recognizing industry trends applying solutions that propel the business.
• Serve as a trusted advisor to senior business leaders for optimizing their leadership and team effectiveness and ensure effective business decision-making particularly related to the talent within the organization. Provides executive coaching.
• Partner with leaders and Employee Experience team on people practices driving effective outcomes for the organization and enhance team performance (e.g., calibration sessions, talent review, compensation analysis, employee engagement strategies).
• Interpret People data and use analytics to develop insights and provide strategic recommendations for business issues.
• Anticipate and address customers' needs while building and expanding business relationships.
• Support change initiatives, in partnership with leadership to move the organization effectively through significant transformation (e.g., growth, restructuring, change management).
• Partner with People COEs and act as the People liaison to develop customer-based solutions.
• Partner with Talent Acquisition to operationalize workforce and succession strategies.

Basic Qualifications

• Bachelor's degree in Human Resources, Business or related field
• Minimum of 7-10 years' experience in HR in a client facing/consulting role
• Working knowledge of strategic workforce planning, talent management, change management and other HR functions such as compensation and talent acquisition
• Travel up to 20%

Preferred Qualifications

• Graduate degree preferred, Masters or MBA.
• Excellent consulting and coaching skills
• Results-driven with focus on meaningful metrics
• Ability to find clarity from ambiguity
• Ability to influence and persuade, leveraging data and analytics
• Ability to engage and inspire others, demonstrated leadership courage
• Strong interpersonal skills and emotional intelligence
• Genuine, authentic, and low-ego individual

About Uber Freight
Uber Freight is a logistics platform and partner with a mission to reimagine the way goods move to help communities thrive. Backed by innovative technology and a dedicated team of domain experts, we provide logistics solutions that give shippers and carriers of all sizes greater reliability, flexibility, and transparency so they can take control of their freight. With over $17 billion in FUM, we've built one of the world's most comprehensive logistics networks consisting of over 130,000 digitally-enabled carriers and thousands of shippers, from small businesses to Fortune 500 companies. For more, visit uberfreight.com.
EEOC
Uber Freight is proud to be an Equal Opportunity/Affirmative Action employer. All qualified applicants will receive consideration for employment without regards to sex, gender identity, sexual orientation, race, color, religion, national origin, disability, protected Veteran status, age, or any other characteristic protected by law. We also consider qualified applicants regardless of criminal histories, consistent with legal requirements.
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Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)