Senior HR Business Partner

As a Senior HR Business Partner at Toast, your primary responsibilities will include acting as a strategic partner to senior leadership and managers within the Customer Onboarding organization. You'll help develop and implement strategies that improve workforce capabilities, manage talent processes like performance and engagement reviews, and provide guidance on HR policies. You'll also leverage people analytics to develop effective solutions and mentor employees at all levels of the organization.

To qualify as a Senior HR Business Partner at Toast, candidates should have at least six years of experience in an HRBP role. A solid understanding of HR practices, policies, and employment law is crucial, along with proven abilities to establish trust and partner with leadership. Experience in developing DEI initiatives and thriving in a high-growth organization will also be beneficial. While not required, a Bachelor’s degree in an HR-related field or HR certification can enhance your candidacy.

At Toast, we firmly believe that diversity, equity, and inclusivity are essential to our success. As a Senior HR Business Partner, you'll be expected to foster an inclusive culture by mentoring and partnering with employees from diverse backgrounds. Your role will include developing programs that reflect our values of inclusivity, ensuring equitable opportunities, and promoting a respectful workplace environment across all levels of the organization.

A Senior HR Business Partner at Toast has the opportunity to greatly impact employee engagement and organizational performance. Your strategic insights can help shape our talent management processes, enhance employee motivation, and reduce turnover. By building strong relationships and acting as a key consultant to leadership, you’ll influence the creation of an empowering work environment that allows all employees to thrive.

Career growth for a Senior HR Business Partner at Toast is promising as you develop skills and expertise in HR strategy, leadership collaboration, and employee engagement. Your ability to demonstrate successful initiatives can lead to advancement opportunities within the People Success team. Additionally, you can take on more significant strategic roles, potentially influencing broader organizational goals and initiatives in the future.

When answering this question, provide specific examples of how you've developed or improved performance management systems in previous organizations. Highlight any frameworks you've implemented and the outcomes achieved, such as increased employee engagement or improved performance metrics.

Share an experience where you successfully mediated a conflict. Describe the steps you took, how you facilitated communication between the parties involved, and the resolution that resulted. Emphasize your ability to maintain professionalism and a focus on organizational values.

Discuss your approach to employee engagement, including any specific initiatives you've led, such as recognition programs or feedback systems. Highlight measurable outcomes like improved retention rates or employee satisfaction scores to demonstrate your impact.

Explain your process for understanding the wider business strategy, and how you translate that into HR initiatives. Provide an example of a time when your HR strategy successfully supported business outcomes, ensuring to quantify your results.

Highlight your involvement in any DEI initiatives you’ve spearheaded or supported. Discuss how you have helped create inclusive work environments and promoted diverse hiring practices, and what measurable impacts these efforts had.

Use the STAR method (Situation, Task, Action, Result) to describe a specific situation where you implemented change. Detail the steps you took, how you handled resistance, and the eventual outcomes for the organization.

Talk about your approach to identifying high-potential employees and developing succession plans. Include examples of tools or assessments you've used and any resulting success in leadership transitions or promotions.

Discuss various tools you’ve used, such as surveys, one-on-one meetings, or focus groups. Highlight how you analyze this feedback for actionable insights and apply them to improve HR strategies.

Explain the key performance indicators (KPIs) you track to assess the success of your HR initiatives, such as employee turnover rates, engagement scores, or recruitment metrics. Provide examples of how you’ve used this data to make informed decisions.

Share your philosophy on how HR influences organizational culture. Discuss your experience in promoting company values through training, onboarding practices, and talent management, along with any cultural changes you’ve facilitated.