Senior People Business Partner

As a Senior People Business Partner at Motive, you will be responsible for serving as the primary HR liaison for the Engineering Department, executing essential people processes, providing strategic HR advice, and leading talent initiatives that support employee engagement and performance management.

The ideal candidate for the Senior People Business Partner position at Motive should have a minimum of 5 years of relevant HRBP experience, especially within technology or engineering functions. A Bachelor's degree in Human Resources or a related field is preferred, along with excellent interpersonal and self-management skills.

Experience conducting internal or external investigations is highly beneficial for the Senior People Business Partner role at Motive. Additionally, having a strong background in supporting engineering departments and successfully managing people processes will be advantageous.

The Senior People Business Partner contributes to employee satisfaction by addressing workplace concerns promptly, acting as a trusted advisor to employees and leaders, and implementing positive feedback initiatives to enhance the overall employee experience at Motive.

While specific benefits may vary, a Senior People Business Partner at Motive can typically expect to enjoy a supportive and inclusive work culture, opportunities for professional development, and the chance to contribute to a company that values employee empowerment and operational excellence.

In answering this question, focus on a specific instance where you addressed a challenging situation, detailing your thought process, the steps you took to resolve the issue, and the positive outcome that followed.

Discuss your strategies for prioritization, such as using project management tools or methods like the Eisenhower Matrix, and provide examples of how these techniques have helped you meet deadlines.

Share your insights on employee engagement, emphasizing the significance of open communication, recognition programs, or regular feedback mechanisms, and how you have implemented these in past roles.

Make sure to express your understanding of the importance of confidentiality in HR operations, and provide examples of protocols or best practices you adhere to maintain confidentiality.

Talk about your experience using various tools like surveys or one-on-one interviews to gather feedback, and explain how you ensure that this feedback is actionable and leads to real change.

Provide a specific example where you identified a gap in a people process, devised a solution, and implemented it successfully to improve efficiency or employee satisfaction.

Discuss the importance of clear communication and regular touchpoints with stakeholders and leaders, and share strategies you use to foster these relationships effectively.

Share specific initiatives or programs you’ve been involved with that promote diversity and inclusion, emphasizing measurable outcomes and the importance of varying perspectives within teams.

Explain your familiarity with relevant labor laws and regulations, how you stay updated on changes, and the processes you have in place to ensure compliance within HR practices.

Share your thoughts on upcoming challenges like remote work, technology integration in HR processes, or managing diverse teams, and how you plan to address these challenges proactively.