People Business Partner

People Partner, Performance & Development

About Copado

Copado is the #1 DevOps Platform for Salesforce and the Cloud. We harness the power of native CI/CD and Robotic Testing to drive digital transformation for 1,000 of the most innovative brands on the planet—from Coca-Cola to eBay to Volkswagen. Our low-code platform unites non-technical admins and pro-code developers on the same system and empowers enterprises to scale end-to-end software delivery across multi-cloud environments. The impact on your business? 20X faster releases, 94% fewer production bugs, and 46% more Salesforce ROI. The impact on your team? No more late nights, weekend war rooms, or stressful release days.

Reports To: Sr Manager, Global People Experience

Role Summary

The People Business Partner is a hands-on people leader responsible for improving manager quality, strengthening employee experience, and ensuring people programs land effectively in the business. This role combines core people partnering, manager coaching, learning and development, and engagement execution into a single accountable owner.

This is not a traditional HRBP role and not a standalone program role. It is designed for someone who can operate in the business, coach managers in real time, run people initiatives end to end, and bring structure, clarity, and consistency to how managers lead their teams. This role requires strong judgment, comfort with ambiguity, and the ability to coach leaders through difficult conversations. Success depends on influence and execution, not policy enforcement.

This role is based onsite in New Orleans to ensure proximity, trust, and execution speed.

Key Responsibilities

Manager Effectiveness & Coaching

• Partner directly with managers to improve leadership capability, decision-making, and people management fundamentals.
• Coach managers on performance conversations, feedback quality, goal setting, team dynamics, and accountability.
• Provide practical, real-time guidance on people challenges, not theoretical frameworks.
• Identify patterns in manager effectiveness and proactively address gaps through coaching and targeted development.
  
  

People Partnering & Employee Support

• Serve as the primary people partner for assigned teams, balancing employee experience with business needs.
• Support managers through performance management, employee relations situations, and team transitions.
• Partner with centralized People Ops, Legal, and Total Rewards to ensure consistent and compliant execution while owning the local manager experience.
• Ensure people processes are applied fairly, clearly, and with good judgment.
  
  

Learning & Development

• Design and deliver manager development initiatives focused on core leadership skills and consistency.
• Facilitate workshops, training sessions, and coaching forums for people leaders.
• Identify development needs across teams and translate them into scalable learning solutions.
• Ensure learning efforts are practical, measurable, and tied to improved manager outcomes.
  
  

Employee Engagement & Experience

• Own engagement efforts from survey design through action planning and follow-through.
• Partner with managers to turn engagement insights into concrete actions, not one-off programs.
• Design experience initiatives that improve clarity, connection, and retention without adding unnecessary complexity.
• Continuously evaluate what is working and adjust based on feedback and results.
  
  

Program & Project Management

• Own multiple people initiatives end to end, including planning, execution, communication, and measurement.
• Create structure, timelines, and accountability for people programs across the business.
• Balance reactive needs with proactive priorities while maintaining momentum on core work.
• Improve and simplify people processes over time to reduce friction for managers and employees.
  
  

What Success Looks Like

• Managers demonstrate stronger people leadership skills and greater confidence.
• Performance and feedback conversations are clearer, more consistent, and more effective.
• Engagement results improve and action plans are executed, not shelved.
• People programs feel simpler, more practical, and better aligned to the business.
• Leaders view this role as a trusted partner, not an administrative function.
  
  

Qualifications

• 5 years of experience across people partnering, manager development, learning and development, or related roles.
• Demonstrated experience coaching managers and influencing leader behavior.
• Strong project and program management skills with a bias toward execution.
• Comfort operating in ambiguity and making sound judgment calls.
• Strong facilitation, communication, and relationship-building skills.
• Experience working closely with leaders in an onsite environment preferred.
  
  

Non-Negotiables

• Based in New Orleans and onsite five days per week.
• High ownership mindset with the ability to operate independently.
• Comfort handling real manager and employee issues, not just programs or strategy.
• Demonstrated comfort navigating conflict, providing direct feedback, and holding managers accountable.
  
  

Additional Skills And Qualities

• Strong leadership, interpersonal, and relationship-building skills.
• Ability to work independently and collaboratively.
• Adaptability and flexibility in a fast-paced environment.
• Data-driven and results-oriented approach.
• Resourceful
• Open-minded
• Resilient
• Agile
• Proactive
• Quick learner (with technology)
• Tech-savvy
  
  

Copado is an Equal Employment Opportunity and Affirmative Action Employer. Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender perception or identity, national origin, age, marital status, protected veteran status, or disability status. Copado does not accept unsolicited headhunter and agency resumes. Copado will not pay any third-party agency or company that does not have a signed agreement with Copado.