Senior Human Resources Business Partner

This is a role posted by Reval Recruiting on behalf of a client

Senior HR Business Partner

Location: New York

Workplace type: Hybrid

This role is posted on behalf of the following client: They are the world’s leading social discovery platform, connecting millions of people across 190 countries. They have redefined how people meet by combining technology, design, and data to create meaningful connections at scale. They operate with the stability of a global organization while maintaining the agility and innovation of a fast-moving tech company. The team is driven by a mission to inspire connection and bring people together — through thoughtful products, responsible innovation, and a culture that values inclusion, creativity, and excellence. Joining them means contributing to one of the most influential consumer technology brands in the world and helping shape the future of how people connect.

Role Overview

They’re seeking a systems-minded, strategic HR Business Partner to guide leaders and teams through scale, change, and complexity. This role partners directly with senior business leaders to align people and organizational strategies with our most pressing business priorities — with a focus on building sustainable systems, enabling coaching-based leadership, and stewarding thoughtful change. You’ll work cross-functionally with Org Development (OD) and People Operations to design high-impact solutions that improve how they operate, collaborate, and grow. This is an embedded, strategic role that sits at the table with leaders and helps shape the organization's evolution.

What You'll Do

• Advise senior leaders with context: Serve as a trusted advisor to senior leaders, grounding guidance in business context, team dynamics, and organizational health.
• Coach leaders to think systemically: Help leaders navigate people-related trade-offs by fostering strategic, systems-level thinking.
• Develop leadership capabilities: Guide growth through ongoing coaching, feedback, and targeted capability-building efforts.
• Shape structural design: Collaborate with Org Development on role clarity, interfaces, spans and layers, and decision-making pathways.
• Model systems thinking: Lead by example in managing interdependencies and anticipating ripple effects across functions and programs.
• Strategize through change: Serve as a thought partner for leaders navigating reorgs, team evolution, and strategic pivots.
• Embed change frameworks: Apply methodologies like Bridges or ADKAR to ensure clarity, communication, and adoption.
• Support org transitions collaboratively: Co-create change strategies with OD and People Ops to enable smooth leader and team transitions.
• Drive performance programs: Lead calibrations, development planning, and growth initiatives alongside OD and People Ops.
• Coach for accountability: Enable managers to give candid feedback, manage underperformance, and foster psychological safety.
• Champion cultural consistency: Reinforce culture through leadership behavior, manager effectiveness, and people practices.
• Resolve complex ER issues: Handle sensitive matters in collaboration with Legal and People Ops, ensuring fairness and trust.
• Mediate high-stakes conflict: Support teams and managers through behavioral challenges and interpersonal conflict.
• Spot risk early: Identify emerging performance or behavior risks and guide mitigation strategies.
• Proactively manage ER risk: Enable managers to address issues through documentation, coaching, and culture alignment.
• Address team-level dynamics: Partner with OD to solve root causes of ER issues like low trust or poor psychological safety.

Who You Are

• 8 years of experience in senior HRBP or People Partner roles, with depth in org design, leadership coaching, and talent strategy.
• Experience supporting VPs or senior leaders in a product-led or tech-driven organization, ideally in high-growth or complex environments.
• Formal or informal coaching experience with a growth-oriented and feedback-forward style.
• Strong systems thinking approach: You connect dots, ask second- and third-order questions, and consider implications at scale.
• Change leadership experience: You’ve led or coached through reorganizations, team transformation, or leadership turnover with impact.
• Data fluency: You can interpret engagement trends, talent metrics, and performance data to drive decisions.
• Collaborative and low-ego: You care about shared impact more than credit, and lead with care, clarity, and accountability.

Compensation

• Salary: $124,200 - $165,000

Benefits

• 401(k) Matching: They match 100% of the first 10% of pre-tax 401(k) contributions you make, up to a maximum of $10,000 per year.
• Professional Growth: Get an annual Learning & Development stipend once you’ve been with us for three months. You also get free access to Udemy, an online learning and teaching marketplace with over 6000 courses, starting your first day.
• Parental Leave & Planning: When you become a new parent, you’re eligible for 100% paid parental leave (20 paid weeks for both birth and non-birth parents.)
• Fertility Support: You’ll get easy access to fertility care through Carrot, from basic treatments to fertility preservation. They also provide a stipend towards fertility preservation. You and your spouse/domestic partner are both eligible.
• Date Stipend: All employees receive a $100 monthly stipend for epic dates– Romantic or otherwise.
• ERGs: They have eight Employee Resource Groups (ERGs)—Asian, Unapologetic, Disability, LGBTQIA , Raices, Women/Nonbinary, Parents —that hold regular meetings, host events, and provide dedicated support to the organization & its community.