People Business Partner

As a People Business Partner at GlossGenius, your core responsibilities will include building strong partnerships with senior leaders, driving organizational design efforts, overseeing complex employee relations, analyzing people metrics, and designing leadership development programs. You will play a pivotal role in coaching teams to achieve business outcomes while ensuring compliance with employment regulations.

To qualify for the People Business Partner role at GlossGenius, you should have at least 4 years of progressive HR experience, with a minimum of 2 years specifically in a People Business Partner capacity. You'll need to demonstrate strong analytical skills, a proven ability to manage employee relations, and experience in coaching leaders to drive organizational development.

GlossGenius offers a range of professional development opportunities for its People Business Partners, including a yearly stipend for approved learning and educational expenses. This commitment to growth is part of the company’s vision to empower employees to refine their skills and advance in their careers.

Yes, while the People Business Partner role at GlossGenius operates in a hybrid environment, you will only be required to work in the office in New York two days a week—Tuesdays and Thursdays. This allows for flexibility while still fostering collaboration in person.

The base salary for the People Business Partner position at GlossGenius ranges from $120,000 to $155,000, depending on factors such as experience, skills, education, and location. Additionally, this role is eligible for participation in GlossGenius’s equity plan and a robust benefits package.

When discussing how to build partnerships with senior leaders, emphasize active listening, understanding their goals, and aligning HR strategies with business objectives. Share examples of how you've successfully influenced decisions through strong personal relationships.

For this question, provide specific examples of how you've partnered with leadership to optimize roles and structures in previous positions. Highlight your approach to analysis and collaboration while addressing challenges that may have arisen during the process.

Discuss your systematic approach to employee relations, including how you conduct investigations and ensure compliance with legal requirements. Provide an example where your intervention positively impacted the situation and led to resolution.

Explain your process for analyzing data and what specific metrics you prioritize. Discuss how you've used this information to optimize team dynamics, enhance performance, or inform strategic decisions in past roles.

You can share examples of coaching programs you've developed or facilitated, focusing on the specific skills or competencies you targeted and the results achieved. Highlight how you adapt your coaching style to different management styles.

To answer this, talk about the importance of values, recognition programs, and regular feedback. Provide examples from your previous roles where you've successfully fostered a culture of high performance and engagement.

Describe your involvement in designing and running performance review processes. Emphasize your ability to calibrate performance ratings and promote equitable practices that align with organizational values.

Discuss your methods for continuous learning, such as professional organizations, certifications, and keeping up with industry news. Sharing specific resources you utilize demonstrates your commitment to staying current.

Provide a clear narrative of a situation where you needed to persuade a leader or team to adopt a HR initiative. Focus on your communication strategies and how you demonstrated the business impact of your suggestions.

Articulate the importance of being a trusted advisor who balances empathy with business acumen. Discuss how this trait enables a People Business Partner to connect with employees while advancing organizational goals.