Senior People Business Partner

At Digital Turbine, we make mobile advertising experiences more meaningful and rewarding for users, app publishers, and advertisers — intelligently connecting people in more ways, across more devices. We provide app publishers and advertisers with powerful ads and experiences that captivate consumers, fuel performance, and help telecoms and OEMs supercharge awareness, acquisition, and monetization. In a rapidly evolving industry, we are constantly innovating and creating better paths of discovery to connect consumers, publishers, and advertisers across the mobile ecosystem.

The Senior People Business Partner will work closely with leaders across the US and will serve as their operational and strategic advisor for all things HR, including talent planning, manager capability, on-boarding, career advancement, performance management, development, and change management. This role will be a resource to help employees navigate their careers at DT. Additionally, the People Business Partner will be a member of a larger Business Partner team that identifies opportunities to better serve teams and leaders via HR programs and initiatives. This role reports directly to the global Senior Director of People Business Partners.

About the role:

Strategic HR Planning: In cooperation with People Business Partner leadership, collaborate with people managers up through senior leadership to develop and implement HR strategies that support business goals and objectives. Proactively identify opportunities to enhance organizational effectiveness, employee engagement, and talent retention.

Organizational Development: Lead initiatives related to organizational design, change management, and workforce planning. Partner with department heads to assess current and future talent needs and develop plans to address skill gaps and talent development opportunities.

Employee Relations: Serve as a trusted advisor and mediator in employee relations matters, ensuring fair and consistent application of policies and procedures. Provide guidance and support to managers on employee performance management, conflict resolution, and disciplinary actions.

Talent Acquisition and Employee Retention: Partner with the Talent Acquisition team on the recruitment and onboarding processes. Develop strategies to attract top talent and promote employee retention through successful and effective onboarding, competitive compensation, benefits, and professional development opportunities.

HR Policy and Compliance: Stay abreast of relevant employment laws and regulations and ensure company policies and practices remain compliant. Partner with legal counsel as needed to mitigate risks and resolve complex HR issues.

Employee Engagement and Wellness: Support the creation and implementation of programs to foster a positive work environment and enhance employee morale, including employee recognition initiatives, wellness programs, and diversity and inclusion initiatives.

HR Metrics and Analytics: Utilize data-driven insights to assess HR program effectiveness, identify trends, and make recommendations for continuous improvement. Develop and track key performance indicators (KPIs) to measure the impact of HR initiatives on business outcomes.

Qualifications:

Bachelors’ degree or equivalent and 5+ years of progressive HR/People experience in a technology-related business, preferably with a global, fast-growing company.

Experience executing people strategies by analyzing organizational needs and setting goals to make a positive impact on the business and employees.

Demonstrated experience in organizational development, talent management, and employee relations.

Ability to set priorities, stay focused, and successfully manage time in a fast paced environment.

Ability to establish and maintain strong relationships at all levels and across functions within the organization, including executive-level leadership.

A growth mindset and curiosity to understand how things work. 

Excellent verbal and written communication skills.

Strong understanding of employment laws and regulations, with the ability to apply them in a practical, business-focused manner.

Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.

Strong analytical and problem-solving skills.