People Business Partner - job 2 of 2

As a People Business Partner at Applied Intuition, you will lead various HR initiatives and be deeply involved in shaping our company culture. Your main responsibilities will include identifying developmental needs, guiding performance management, and executing strategies to improve employee engagement and retention. You'll also handle aspects of total rewards, organizational design, and change management, ensuring a cohesive employee lifecycle experience.

To excel as a People Business Partner at Applied Intuition, candidates should have 3-5 years of HRBP experience along with 1-2 years in a generalist role within a high-growth tech environment. A high level of emotional intelligence (EQ) and intellectual quotient (IQ) is desirable. While a Bachelor’s degree in Human Resources or a related field is preferred, we welcome applications from those with relevant experience and skills.

The People Business Partner at Applied Intuition plays a critical role in enhancing employee engagement by collaborating with managers to implement strategies that foster an inclusive and high-performing culture. This includes conducting periodic evaluations, offering recommendations for improvement, and ensuring that employees feel connected and valued in their roles.

Applied Intuition promotes a culture that values collaboration, innovation, and continuous improvement. As a People Business Partner, you will be instrumental in shaping this culture by driving initiatives that foster engagement, satisfaction, and development, ensuring we remain agile and responsive to the needs of our team members.

Yes, prior experience in a high-growth tech environment is essential for the People Business Partner role at Applied Intuition. This experience equips you with the skills and understanding required to address the dynamic challenges that arise in fast-paced settings, which is crucial for driving effective HR strategies.

When answering this question, consider providing specific strategies you've implemented, such as regular feedback sessions or employee recognition programs. Highlight how these initiatives led to measurable improvements in morale, performance, or talent retention.

Share a structured approach to conflict resolution that emphasizes open communication and mediation. Discuss your experiences where you successfully navigated conflicts to foster team harmony and maintain productivity.

Emphasize the importance of data-driven decision-making. Discuss examples where you've used employee surveys, performance metrics, or HR analytics to inform your strategies, illustrating how data can lead to meaningful insights in HR practices.

Explain how you maintain close collaboration with leadership to understand business priorities and align your HR initiatives accordingly. Provide examples of how you've adjusted HR strategies based on evolving organizational needs.

Discuss techniques such as workshops, one-on-one coaching, and continuous feedback mechanisms. Provide specifics on how these methods help empower managers to effectively guide their teams and enhance performance.

Talk about your involvement in creating and implementing diverse talent acquisition strategies. Share examples of successful hiring campaigns or innovative approaches that helped attract top talent in competitive markets.

Illustrate your methods for assessing workplace culture, such as employee surveys or focus groups. Discuss strategies you’ve employed to enhance culture, like promoting inclusivity or improving communication channels.

Provide insights into specific challenges you encountered in your previous roles. Focus on the steps you took to overcome these obstacles and the outcomes that led to improved team dynamics or HR processes.

Discuss your approach to change management, emphasizing clear communication, support mechanisms, and feedback collection from employees. Highlight how these practices help ease transitions during policy changes.

Explain how you identify key performance indicators (KPIs) and metrics that align with HR initiatives. Share examples of how you’ve tracked the impact of specific HR programs and adjusted them based on feedback and data.