Senior Manager, People Business Partner

As a Senior Manager, People Business Partner at Affirm, you will partner with senior executives to design talent strategies that support business growth, provide coaching on complex people challenges, and lead talent management initiatives like succession planning and performance reviews. Your role is pivotal in ensuring organizational design aligns with overall business objectives.

Candidates for the Senior Manager, People Business Partner role at Affirm should have extensive experience in HR leadership, ideally over 10 years in a similar position. Strong skills in organizational design, talent management, and change management are essential, alongside a proven ability to influence senior leadership and a deep understanding of Diversity, Equity, and Inclusion principles.

In the role of Senior Manager, People Business Partner, you will lead initiatives that reinforce a high-performance culture at Affirm. You'll promote employee engagement and collaboration, ensuring that practices and programs nurture an inclusive workplace where employees thrive and feel supported.

A successful candidate for the Senior Manager, People Business Partner position at Affirm will likely have significant experience in high-growth environments, demonstrating talent management success and a history of leading large-scale organizational change. Strong analytical skills for leveraging people data to drive initiatives will also be a considerable asset.

Affirm offers a competitive benefits package for the Senior Manager, People Business Partner role, which includes comprehensive health coverage, flexible spending wallets for technology and lifestyle expenses, generous time-off policies, and an Employee Stock Purchase Plan. We prioritize our employees’ well-being and development.

Share specific examples of how you've crafted and implemented talent management strategies in previous roles, focusing on performance management and succession planning, and explain how these strategies aligned with business goals.

Discuss your approach to aligning people strategies with business objectives, using case studies where you successfully navigated conflicts between organizational demands and employee needs, demonstrating your prioritization of a high-performance culture.

Explain that you leverage advanced people analytics tools to track employee engagement metrics, ensuring decision-making is data-driven. Provide examples of insights gained and how they impacted talent strategies.

Detail a specific change initiative you spearheaded, your role in managing the transition, tactics used for stakeholder engagement, and the outcomes achieved, illustrating your ability to lead through transformation.

Discuss your coaching philosophy, focusing on how you foster open communication, utilize feedback mechanisms, and share best practices in leadership development to enhance their effectiveness.

Share your strategies to create inclusive workplace cultures, outlining specific initiatives you've led, the metrics used to evaluate success, and how you integrate DEI principles into all facets of talent management.

Provide an anecdote where your influence led to a positive outcome, emphasizing your communication skills and ability to build rapport with stakeholders, showcasing your strategic insight as a People Business Partner.

Reflect on your understanding of employee engagement, highlighting initiatives you've led to foster open feedback, recognition programs, and career growth opportunities as essential elements of an engaged workforce.

Explain your process for assessing organizational needs, forecasting talent demand, and aligning talent acquisition strategies with business goals, supported by data-driven decision-making.

Discuss your methods for measuring organizational culture and its alignment with business goals, providing examples of interventions you've designed to reinforce this alignment and promote a collaborative environment.