Senior Manager, People Business Partner

As a Senior Manager, People Business Partner at HackerRank, you'll serve as a strategic partner on the GTM leadership team, collaborating on workforce planning, organizational design, and performance management initiatives. You will also lead company-wide talent programs, manage HR compliance in the AMER region, and address employee relations issues while partnering closely with various teams to promote effective, people-focused solutions.

To be considered for the Senior Manager, People Business Partner role at HackerRank, you should have a minimum of 8 years of experience in HR business partnering, including at least 2 years in a managerial position. You should possess strong expertise in managing AMER benefits and HR compliance while demonstrating the ability to lead and develop talent across diverse teams.

HackerRank is committed to the professional development of its employees. For the Senior Manager, People Business Partner position, you’ll have access to a professional development reimbursement program designed to help you enhance your skills and advance your career. This includes training, certifications, and other educational resources that align with your role.

To succeed as a Senior Manager, People Business Partner at HackerRank, you should have excellent communication skills, both oral and written, along with a strong ability to navigate complex employee relations issues. Furthermore, experience in working with diverse teams, as well as a talent for balancing strategic initiatives with tactical execution, is critical.

The work environment for the Senior Manager, People Business Partner role at HackerRank is fast-paced and dynamic, as it operates in a remote setting within the United States. You’ll be joining a mission-driven team that values high-impact work while also promoting balance and flexibility to ensure you can prioritize what matters most in your personal life.

In your answer, provide specific examples of how you've managed HR compliance in previous roles. Discuss the regulations you've navigated, your methodologies for ensuring adherence, and how you've communicated these requirements to employees and leadership.

When answering this question, highlight a particular instance where you successfully resolved a complex employee relations issue. Discuss your approach, the outcome, and any lessons learned to illustrate your conflict resolution skills.

In your response, emphasize the importance of inclusivity and communication. Share techniques such as conducting workshops, team-building activities, or one-on-one meetings that have proven beneficial in enhancing collaboration among diverse team members.

Explain your methodology for workforce planning and organizational design, including data analysis, forecasting needs, and aligning HR initiatives with business goals. Provide examples where you've successfully implemented these practices in past roles.

Discuss the significance of creating a robust performance management system that can adapt to the needs of a growing tech organization. Mention tools or frameworks you have used that effectively support the growth while ensuring meeting performance standards.

Share a specific talent program you designed and implemented in a previous role. Focus on the objectives, execution, metrics for success, and the overall impact it had on the organization's workforce.

In your response, talk about the importance of strategic partnership with leadership. Provide insight into how you would gather insights on business goals and align HR strategies to support these objectives effectively.

Discuss your time-management strategies and the tools you utilize to prioritize tasks effectively. Mention how you assess urgency and importance in tasks related to the Senior Manager, People Business Partner role.

Explain your approach to talent calibrations, including the preparation, criteria for evaluation, and how you involve leadership in the decision-making process to bolster fairness and transparency.

Share the practices you've implemented to create an open feedback culture. Talk about how you've facilitated communication channels where employees can express their concerns and how you've acted on that feedback to ensure they feel valued.