Job description
About the Role
The Senior Manager, People Business Partner (PBP) is a highly visible position and part of a growing team. This role focuses on talent alignment to the objectives of the business, advising on growth and performance, coaching managers through employee relations issues, and being a steward to Fieldguide’s culture and employee engagement. Initially, this role will serve as the PBP to all of Fieldguide, but as the organization grows, so will the business partner function.
Who You Are
Partner to the Business: You understand the importance of being a strategic thought partner to the business and have a proven track record of building and maintaining effective organizational health dashboards
High-Performance Coach: Coach managers on performance conversations, career development, and feedback delivery; provide guidance on policies, employee relations, and issue resolution
Team Mentality: Pitch in when needed and don’t be afraid to raise your hand for support
Data-based storytelling: Partner with the Senior Manager, People Ops to clearly articulate the story that data tells us about our team health and use it to guide leaders
Prioritize Efficiency: You approach all work with a focus on streamlining processes and achieving better outcomes, you understand the importance of documentation to improve organizational effectiveness
Operate with a Bias to Action: You believe in launching, getting feedback, and iterating quickly
Are a Relentless Problem-Solver: You are driven to overcome obstacles and find solutions
Have a Strong Sense of Ownership: You feel a deep commitment to the success of both the team and the entire company.
Global Experience: You understand the nuance of working in a global environment with globally dispersed teams
Systems: It is helpful if you have experience using Rippling, 15⁄5, and Notion
The Impact You Will Have
In this role, you will hit the ground running demonstrating immediate impact to Fieldguide.
By 90 days, the Senior Manager, People Business Partner will:
On the path to building strong, trust-based relationships with the organization
Run QBRs with each department, creating actionable followups for OKR and performance success
Define feedback and engagement loops between employees and Leadership
Throughout the year:
Performance & Talent Development
In partnership with the Senior Director, People, assist in managing Impact Reviews: calibration, reviews, goal-setting templates, and manager training
Support the rollout of impact-based frameworks (e.g., competency model, leveling, career paths)
Identify training needs and support the implementation of lightweight leadership development programs
Culture, Engagement & Employee Listening
Partner with Senior Director, People on pulse surveys and analyze results to produce actionable insights
Maintain feedback channels (skip-levels, listening tours, focus groups)
Track engagement and retention risks and proactively develop mitigation plans with managers
Employee Experience & Events
Partner with Senior Director, People to plan and execute engagement programs (recognition initiatives, ERG support, culture moments, celebrations)
Partner on onboarding curriculum and cross-functional cultural initiatives
In committee, plan and project manage employee events offsite/onsite
