HR Business Partner-CTO (Remote CST or EST)

As an HR Business Partner at Veeam, your main responsibilities will include collaborating with engineering managers to align HR strategies with business objectives, providing expert HR guidance, facilitating performance management processes, enhancing employee engagement, and promoting diversity and inclusion within the organization.

To excel as an HR Business Partner at Veeam, you should possess a Bachelor's degree in Human Resources or related fields and have a minimum of 5 years of experience in a business partner role within the tech industry. Strong communication, strategic thinking, and interpersonal skills are essential.

The HR Business Partner at Veeam acts as a trusted resource for both employees and managers by providing guidance on HR policies, facilitating performance reviews, and helping to address any HR-related challenges, ensuring that both sides have the support needed for optimal performance.

As the HR Business Partner at Veeam, you will lead initiatives that enhance organizational culture, employee engagement, and team effectiveness. This includes identifying training needs, supporting change management efforts, and implementing strategies to improve employee skills and leadership capabilities.

The pay range for the HR Business Partner role at Veeam is between $110,500 and $157,800 USD, which includes both base and variable pay component and is influenced by experience, education, and market demands.

To align HR initiatives with Veeam's goals, I would assess the company's strategic objectives, collaborate with engineering managers, and employ HR analytics to inform our strategies, ensuring that every HR activity supports the overarching business needs.

To enhance employee engagement at Veeam, I would focus on creating feedback mechanisms, organize team-building activities, and develop recognition programs that celebrate employee contributions, fostering an environment where everyone feels valued and engaged.

I implemented a performance management process that included regular one-on-one check-ins, clear goal setting, and continuous feedback loops. This helped align employee objectives with organizational goals effectively, leading to improved performance across teams.

In a tech environment, I would identify specific skill gaps through performance assessments and employee feedback, then develop tailored training programs, leveraging online learning platforms and workshops to enhance the skills of employees effectively.

My approach involves assessing current diversity metrics, establishing inclusive hiring practices, fostering open discussions about diversity, and implementing training programs aimed at creating a culture of respect and belonging within the workplace.

I approach conflicts by facilitating open dialogue between the parties involved, ensuring that everyone’s perspectives are heard, and guiding them to find common ground or a mutually agreeable resolution, while adhering to HR policies.

Essential metrics include employee turnover rates, engagement survey results, time-to-fill positions, and performance review outcomes, as they provide insights into the effectiveness of HR strategies and areas for improvement.

I stay updated on employment law changes, conduct regular training for both HR and management, and perform audits of HR practices to ensure compliance is maintained at all times within the organization.

I led a change initiative that transformed our performance review system. Through strategic communication and training, we increased the participation rate significantly, resulting in higher employee satisfaction and better alignment of individual contributions with company objectives.

I am drawn to Veeam because of its commitment to innovation and resilience in data protection. As an HR Business Partner, I see the opportunity to make a meaningful impact on the engineering organization by fostering development and enhancing workplace culture.