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Senior HR Business Partner Location: New York City  In-office: 3 days per week (Tues-Thurs)  Reports to: VP of Finance Compensation: $150,000 – $210,000 About Axial Axial is the trusted online M&A platform connecting buyers and sellers of $5M–$100M American privately held companies. Used by 4,000+ acquirers and 3,000+ M&A advisors, our digital transaction platform improves the speed, confidentiality, and success of private company exits. Axial is a founder-led, profitable (since 2020) company based in NYC with a hybrid office culture. We are the category leader in our market — long-term oriented, values-driven, and focused on member trust, operational excellence, and profitable growth. In 2025, over 12,500 private companies pursued an exit via the platform, leading to over 3 million platform connections and over $1B in annual transaction volume. Overview As we scale, we're looking for a Senior HR Business Partner to be the senior People voice in the room — coaching managers, partnering with leadership on talent decisions, and shaping how Axial grows its workforce. This is a true business partner role. Most of your time is strategic: coaching managers, sharpening leadership's people decisions, and partnering through sensitive moments. You'll also oversee the People function's day-to-day, directing our HR Coordinator who handles onboarding, HRIS, benefits, and lifecycle changes. You'll report to the VP of Finance and partner directly with the CEO, leadership team, and managers company-wide. Responsibilities Manager Coaching & Performance. Design and run performance review cycles, leveling, calibrations, and development frameworks. Coach managers through feedback, performance issues, and team-building. Employee Relations. Investigate, advise on, and resolve sensitive ER matters with sound judgment, calm escalation instincts, and a clear sense of risk.  Talent Strategy & Hiring Partnership. Partner with leadership and hiring managers on workforce planning, role definition, leveling, comp calibration, and interview design. Shaping how and who we hire for our most consequential roles. Compensation & Total Rewards Strategy. Own salary bands, leveling architecture, and the annual comp cycle. Run market benchmarking, advise on offers, and partner with the CEO and VP of Finance on equity, bonus, and total rewards philosophy. Org Design & Workforce Planning. Partner with leadership on team structure, span of control, succession, and growth planning. Translate business strategy into people strategy. Engagement & Retention. Own engagement strategy. Run surveys and stay interviews, analyze data, and lead action planning with managers. Compliance & Risk. Own employment compliance across our global footprint. Partner with our PEO and external counsel on harder questions. People Analytics. Develop insights that bring rigor to people decisions — headcount, retention, performance distribution, comp equity, and hiring funnel health. Learning & Development. Design Axial's L&D framework — what we invest in and how we develop managers as we scale. Operational Oversight. Direct our HR Coordinator (part-time contractor), who runs the operational backbone. You'll set priorities and ensure clean execution — the goal is to free you from operational work, not pull you into it. Strategic People Initiatives. Lead projects that move the function forward — manager onboarding, leadership development, and culture programs. How the People team is structured As the most senior People person at Axial, you'll partner directly with leadership. The People function is structured so you can focus on strategy and judgment rather than execution: HR Coordinator (part-time contractor) — Reports to you. Owns onboarding/offboarding, HRIS/PEO admin, benefits, lifecycle changes, day-to-day employee questio