People Business Partner, Merchant S&O

As a People Business Partner at DoorDash, you will engage in a variety of key responsibilities, including coaching leadership on strategic hiring and performance management, delivering counsel on employee relations matters, and partnering with teams to develop inclusion strategies. Your role will also involve troubleshooting organizational issues, proposing innovative solutions, and leading departmental initiatives aimed at enhancing employee engagement and performance.

To qualify for the People Business Partner position at DoorDash, candidates typically need to have at least 6 years of experience in HR or Employee Relations, with a minimum of 3 years as a Business Partner. Key skills include critical thinking, data analysis, excellent communication abilities, and a strong background in fostering diversity and inclusion within the workplace.

Yes, the People Business Partner role at DoorDash can be performed either remotely or in a hybrid fashion if located near an office hub. This flexibility allows you to balance working from home with engaging in-person collaboration when needed.

At DoorDash, diversity and inclusion are integral to our culture. As a People Business Partner, you will partner closely with the Culture and Belonging teams to implement inclusive practices, assess workforce diversity, and develop programs that amplify diverse voices within the organization, ensuring every team member feels valued.

As a People Business Partner at DoorDash, you’ll have the opportunity to make a significant impact by coaching leadership, shaping people strategies, identifying and addressing organizational challenges, and advocating for employee needs. Your contributions will directly influence the culture and effectiveness of teams, positioning the organization for continued growth and success.

When addressing a performance issue, I would first gather insights through one-on-one discussions, performance metrics, and peer feedback. I would approach the situation with empathy, striving to understand the underlying causes before collaboratively developing an action plan that includes clear goals and ongoing support to help the employee improve.

In my previous role, I played an instrumental part in launching a diversity training program that educated employees on inclusion and unconscious bias. I collaborated with various teams to gather feedback and tailored our initiatives based on participant engagement, ultimately fostering a more inclusive company culture.

To assess organizational health, I would leverage employee engagement surveys, performance reviews, and regular feedback sessions. Analyzing data trends and employee sentiments, I would identify areas of concern and facilitate discussions to develop actionable strategies for improvement.

I prioritize creating a trusting relationship with leaders, ensuring open communication. My coaching style is tailored to individual leaders' needs, incorporating feedback and structured check-ins that allow me to track progress while continually assessing the effectiveness of my approaches.

Being data-driven allows a People Business Partner to make informed decisions and recommendations based on actual trends rather than assumptions. It enhances the credibility of the HR function and demonstrates the potential value of HR initiatives to leadership and stakeholders.

I once managed a sensitive employee relations issue involving conflicting team dynamics. Through careful mediation, active listening, and a focus on facilitating a resolution that upheld company values, I successfully helped restore team cohesion and improved overall morale.

Fostering a positive work environment starts with open communication and trust. I encourage feedback, promote recognition programs, and facilitate team-building activities to enhance relationships and ensure that employees feel valued and engaged in their work.

My approach to workforce planning has been strategic and data-driven, where I identify skills gaps, anticipate future needs based on business objectives, and collaborate with hiring managers to align talent acquisition efforts with those needs.

A People Business Partner plays a crucial role by acting as a change agent, helping to communicate the vision and purpose behind changes clearly. I ensure that leaders are prepared to guide their teams through transitions by providing necessary resources, training, and support.

I embrace difficult feedback as an opportunity for growth. My approach is to listen actively, reflect on the input, and assess how it can drive improvement. I see it as a chance to strengthen processes and relationships within the organization.