People Business Partnering Director

As a People Business Partnering Director, you will serve as a strategic trusted advisor and change leader for senior executive leadership within the GTM organization and others as directed.

In this high-impact role, you will align business objectives with global people solutions, shaping talent strategy, organizational design, leadership development, Employee Relations and workforce planning in a fast-paced, remote-first global ecosystem.

Exceptional Leadership

As an Andelan, you’ll serve as a role model for the rest of the company, you do not need to manage people to be a leader at Andela! Think about the feedback your peers typically give you – if it usually sounds like the below, we want to hear from you.

• Low ego, low drama: You share credit, take blame. You like being wrong because it means someone else had an even better idea.

• One team mentality: You break silos across teams. You put the company and mission first above your team alone.

• Great listener, hungry for feedback: You’re always seeking to improve – our product, our business, yourself. You solicit diverse opinions and deeply listen.

• Owner, not renter: You see a problem, you fix it or find someone who will. The buck stops with you.

• Team-player: You roll up your sleeves and get scrappy. You do this by proactively collaborating with your team while actively engaging in important details that matter.

• Business problem solver: You’re not just a functional expert; you consistently get praise for approaching your function through the lens of solving business problems.

Key Responsibilities:

Strategic Business Partnering

• Act as a strategic advisor and thought partner to VPs, C-suite executives, and functional leaders to align talent strategies directly with organizational growth objectives.

• Deliver 1:1 leadership guidance to elevate management capability, team performance, and leadership resilience across global remote teams.

• Drive data-informed talent insights using HR metrics (attrition, engagement, performance distribution) to diagnose organizational health and proactively resolve business bottlenecks.

Organizational Design & Workforce Planning

• Partner with functional executives to lead head-count planning, team restructuring, job architecture, and strategic workforce allocations to support global scaling.

• Assess organizational effectiveness and design agile team structures that support distributed remote work across multiple time zones.

Talent Management & Performance Culture

• Help drive mid-year and annual performance management cycles, 360-degree talent reviews, and merit/compensation reviews within your aligned business functions.

• Establish a high-performance culture by coaching managers on constructive feedback, performance interventions, and developmental planning.

• Facilitate talent assessments to identify top talent, emerging leaders, and targeted retention risk areas.

Employee Engagement & Culture

• Evaluate employee engagement survey results, lead qualitative discovery, and partner with leaders to execute targeted action plans.

• Preserve and advance Andela’s vibrant, remote-first culture across diverse international teams and geographies.

Employee Relations & Governance

• Serve as the senior point of contact and escalation for complex employee relations issues, leadership conflict resolutions, and compliance matters for your functions.

• Maintain knowledge of international and US labor standards, partnering with Legal and People Operations to minimize risk and enforce compliant workplace practices.

Qualifications:

• 10+ years of progressive HR/People experience, including at least 3–5+ years in a senior HRBP or People Partner role supporting executive leadership (VPs and C-suite) supporting GTM functions in fast-paced tech or venture-backed growth environments.

• Demonstrated track record of supporting globally distributed, remote, or multi-cultural teams across the Americas and EMEA regions.

Skills & Competencies

• Strategic Acumen & Business Literacy: Ability to understand financial metrics, go-to-market strategies, and tech product cycles to deliver commercial People solutions. You also will have prior experience with sales incentive strategy.

• High EQ & Influence: Outstanding emotional intelligence, active listening, and negotiation skills to influence senior executives and navigate complex interpersonal dynamics.

• Analytical & Data-Driven Mindset: Aptitude for synthesizing HR data, engagement metrics, and workforce analytics into compelling narratives and actionable strategic plans.

• Agility & Change Management: Proven experience guiding organizations through periods of rapid scale, restructuring, or change management with clarity and empathy.

• Tech Tooling: Comfort operating in modern HR tech environments (e.g., HiBob, Ashby, Google Workspace, Slack).