Sr. People Manager

K2 Partnering Solutions is a global provider of unique end-to-end consultative solutions in the enterprise applications, AI, and cloud space.

Role Overview

The Senior HRBP  will act as the regional HR lead for North America and SSL, owning the full people agenda across both internal employees and external associates. This role sits at the intersection of HR and revenue generation—partnering closely with Sales leadership and other organizational leaders to drive performance, optimise workforce planning, provide solutions and ensure operational discipline across the business.

This is not a policy-heavy HR role. It is a commercially focused position requiring strong business acumen, the ability to influence senior stakeholders, and hands-on execution across all HR sub-functions.

The position fosters partnerships across the organization to deliver value-added service to management and employees that reflects the business objectives of the business. Intimate knowledge of business strategy, financial position, organization’s culture and its competition.

Key Responsibilities

Strategic Business Partnering (Sales-Focused)

• Partner with Sales leadership to shape and execute sales strategy, including:

• Account distribution and rotation models

• Sales organisational structure

• Workforce planning aligned to revenue targets

• Facilitate sales strategy sessions to identify growth opportunities and optimise account potential

• Act as a sounding board to senior sales leaders on performance, team structure, and capability gaps

Performance & Talent Management

• Design and implement performance frameworks, including:

• KPIs aligned to commercial outcomes

• Performance Development/Improvement Plans (PIPs)

• Promotion and progression frameworks (with focus on senior talent)

• Annual performance reviews

• Provide data-driven recommendations on talent decisions, balancing performance, potential, and business need

• Conduct behavioural assessments for new hires and integrate insights into development plans

Compensation & Workforce Planning

• Partnering with the global Compensation Manager, support and evolve salary banding frameworks, ensuring market competitiveness and internal equity

• Partner with leadership on compensation decisions tied to performance and retention

• Contribute to workforce planning strategies aligned to growth and margin objectives

Learning & Development

• Design and deliver training programs for Sales teams, including sales enablement, sales methodology and 

• Build scalable onboarding and capability development programs for new hires

• Leverage L&D expertise to strengthen overall organisational capability

Employee Relations & Engagement

• Act as the regional lead for employee relations and engagement, designing and delivering initiatives that drive retention, strengthen employee experience, and improve overall organisational health, to drive and support desired short and long-term business goals and objectives while ensuring a consistent and fair approach to people matters across all teams. 

• Act as the lead for complex employee relations cases;  conducting thorough and objective investigations and providing resolutions

• Provide clear, risk-based recommendations to leadership

• Foster a high-performance, accountable, and collaborative culture

• Provides guidance and input on workforce planning and succession planning.

HR Operations & Compliance

• Work with global leadership to regionalize global HR directives across the US and SSL regions

• Oversee HR processes across the employee lifecycle (hire to exit).

• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.

Team Leadership

• Lead and develop an HR team covering multiple sub-functions (including but not limited to talent acquisition, training and development, performance management, onboarding, benefit and payroll administration)

• Set clear priorities, drive accountability, and build capability within the team

• Operate as a hands-on leader—comfortable switching between strategy and execution

Skills & Experience

• Proven experience as a Senior HR Business Partner / Senior HR Manager in a commercial, fast-paced environment

• Bachelor’s degree in Human Resources, Business Administration, or related field

• Strong track record of partnering with Sales or revenue-generating functions

• Experience designing performance frameworks (KPIs, PIPs, promotions)

• Solid understanding of workforce planning, compensation structures, and organisational design

• Hands-on experience managing complex employee relations cases

• Solid understanding of HR processes and procedures and ability to continually improve processes and procedures; 

• Must have a strong work ethic, and a reputation for the highest degree of integrity and mature business judgment; 

• Motivated self-starter, confident, and able to navigate and lead through change; 

• Strong ability to collaboratively engage with leaders to create, identify, and implement solutions to further the effectiveness of the business; 

• Strong business acumen with interpersonal and leadership skills; 

• Experience establishing or standardising HR practices across regions (US experience strongly preferred)

• Demonstrated ability to influence senior stakeholders and challenge constructively

• Ability to handle multiple tasks and to coordinate efforts with other departments as required

• Strong analytical mindset with comfort using data to drive decisions

• Originated in Learning & Development and expanded into a broad HR leadership role

• Experience in staffing, consulting, or project-based workforce environments

• Exposure to behavioural assessment tools (e.g., DISC)

• Ability to handle and protect sensitive information in a confidential and professional manner. 

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Salary: 100K - 120K + bonus

Location: Remote

This job description is not designed to contain a comprehensive listing of activities, duties, or responsibilities that are required. Nothing in this job description restricts management's right to assign or reassign duties and responsibilities at any time.

K2 Partnering Solutions is an equal employment opportunity/affirmative action employer. We do not discriminate on the basis of an individual’s actual or perceived race, color, creed, religion, national origin, ancestry, citizenship status, age, sex or gender (including pregnancy, childbirth and pregnancy-related conditions), gender identity or expression (including transgender status), sexual orientation, marital status, military service and veteran status, physical or mental disability, genetic information, or any other characteristic protected by applicable federal, state, or local laws.  Our team is dedicated to this policy with respect to all terms and conditions of employment, including recruitment, hiring, placement, promotion, transfer, training, compensation, benefits, employee activities, access to facilities and programs, and general treatment during employment.