Sr. HR Business Partner (Austin, TX or San Francisco, CA)

Brief summary of role:The Senior People Business Partner (Sr. HRBP) serves as a trusted advisor and strategic partner to business leaders across the organization. This role drives people strategies that align with business objectives, championing a high-performance culture while supporting employees through all stages of the employment lifecycle. As a key member of the People Team, this role blends strategic thinking and a hands-on approach, translating organizational goals into actionable HR solutions.What you will be doing:Strategic HR PartnershipServe as a trusted advisor to leaders, aligning people strategies with business objectives and embedding workforce considerations into planning cyclesPartner on organizational design, team effectiveness, and change managementAnalyze HR data to surface trends and drive actionable insights that inform HR strategyMentor junior team members and represent HR in cross-functional initiativesTalent Management & DevelopmentLead performance and talent processes (goal-setting, reviews, calibrations, succession, high-potential identification)Coach managers on feedback, development, and performance management, including PIPsPartner on learning and development programs aligned to business needsEmployee Relations & ComplianceManage complex employee relations matters, including investigations, conflict resolution, and separation ensuring compliance with employment laws, policies, and best practicesMaintain thorough documentation, identify trends, and recommend risk mitigation strategiesServe as a resource for employee concerns and oversee key external HR partnershipsOwn and update the Employee HandbookCompensation & Workforce PlanningAdvise on compensation decisions across offers, promotions, and equity, partnering with Finance on equity program administrationSupport annual compensation planning to ensure equitable, data-driven outcomesEducate employees and managers on total rewards programsPartner with recruiting on job leveling, candidate assessment, and workforce planning to address talent gapsHR Programs & OperationsDrive scalable HRBP practices and continuous improvement of HR processes and toolsLead or support key initiatives (engagement surveys, culture programs, policy development)Partner cross-functionally to ensure seamless employee experiences and data integrityWhat we are looking for:5–8+ years of progressive HR experience, with at least 3 years in an HR Business Partner roleExperience with performance management, talent reviews, and compensation processesDemonstrated experience managing complex employee relations issues independently and with sound judgmentPHR, SPHR, SHRM-CP, or SHRM-SCP certification preferredStartup or high growth company experience strongly preferredStrong business acumen and the ability to connect HR strategies to business outcomesStrong written and verbal communication, active listening, and the ability to build relationships, challenge, coach, and influence leaders at all levels — including delivering hard messages with empathy and clarityWorking knowledge of federal and state employment law (multi-state experience a plus in a domestic U.S. context)Proven ability to navigate complex, sensitive ER matters with discretion, conduct thorough investigations, document defensibly, and balance employee advocacy with organizational riskExperience with performance management, talent reviews, and compensation processesCompensation administration experience including pay structures, leveling, equity, pay equity principles, and market benchmarking sufficient to advise on offers, promotions, and annual planningAbility to manage multiple priorities and operate effectively in a fast-paced environmentProficiency with HRIS systems and HR reporting/analyticsBase Salary: $125,000-175,000The “Base Salary: range represents the low and high end of the anticipated salary range for this position across all US locations including but not limited to CA, CO, NY, WA, NV, MD, CT and RI. The determination of this anticipated Base Salary involves the consideration of many factors in making compensation decisions including but not limited to: location of candidate, unique skill sets, experience, training, performance, licensure and certifications, as well as other business and organizational needs. Our anticipated Base Salary determination is just one component of OpenSpace’s competitive total rewards strategy that also includes equity awards, 401k match, as well as other region-specific health and wellness benefits.If this role isn't what you're looking for, please consider other open positions.OpenSpace welcomes employees from varied backgrounds and walks of life, and it’s reflected in our diverse community. OpenSpace is proud to be an equal opportunity employer and is committed to providing equal employment opportunities to all employees and applicants for employment, without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.