Job Opportunities API

Role - People Experience Partner About the Role GHX is looking for an experienced HR Business Partner to support our Technology, G&A and other functions as needed. In this strategic and hands-on role, you will serve as a trusted advisor to business leaders and employees alike — driving people practices that align with organizational goals. You will own the full employee lifecycle for your client group, from onboarding through succession planning, while building strong cross-functional partnerships with teams including Talent Acquisition, Finance & Payroll, Facilities & Admin, and more. The ideal candidate is a confident communicator, a proactive problem-solver, and someone who naturally builds rapport with stakeholders at all levels. Key Responsibilities Strategic HR Business Partnering • Act as a strategic partner to Technology leaders, providing guidance on workforce planning, organizational design, and people strategy. • Build strong, trusted relationships with senior stakeholders and managers across the Technology function. • Proactively identify people-related risks and opportunities, and recommend solutions aligned with business objectives. • Support and drive change management initiatives across the Technology org. Onboarding & New Hire Experience • Partner with the Talent Acquisition team to ensure a seamless transition from offer acceptance to Day 1 and beyond. • Oversee structured onboarding programs that help new hires integrate quickly into their roles and the organization. • Conduct regular new hire check-ins to assess engagement and flag concerns early. • Continuously improve the onboarding experience based on feedback and data. Grievance & Employee Relations • Serve as the primary point of contact for employee grievances, concerns, and conflict resolution within the Technology function. • Conduct fair, thorough, and timely investigations into employee complaints in line with GHX policies and legal requirements. • Advise managers on handling performance issues, PIPs, and disciplinary actions with empathy and consistency. • Maintain confidentiality and ensure all employee matters are handled with the highest level of discretion. Cross-Functional Coordination • Collaborate closely with the Talent Acquisition team on hiring plans, role approvals, and candidate experience. • Partner with Finance and Payroll to ensure accuracy in compensation processing, promotions, and employee movement transactions. • Coordinate with Facilities & Admin for workspace readiness, relocations, and new hire logistics. • Liaise with relevant teams to ensure smooth execution of employee lifecycle processes end to end. Performance Management & Appraisals • Drive the annual and mid-year appraisal cycle for the Technology function, ensuring timely and quality completion. • Coach managers on effective goal-setting, feedback delivery, and performance documentation. • Identify high performers and support calibration discussions to ensure equitable outcomes. • Partner with Total Rewards to execute compensation reviews and merit increments in line with budget. Succession Planning & Talent Development • Lead succession planning discussions with Technology leaders to identify critical roles and build a strong internal pipeline. • Partner with managers to create individual development plans (IDPs) for high-potential employees. • Support internal mobility, career pathing, and IJP (Internal Job Posting) processes. • Track and report on talent metrics including retention, attrition, and promotion rates. Role Requirements • 6+ years of progressive HR experience, with significant exposure as an HRBP. Supporting a Technology or Engineering function or experience in a Tech company highly preferred. • Strong expertise in onboarding, employee relations, grievance handling, and performance management. • Proven ability to build rapport and credibility with senio