About the Role

We are looking for an experienced, business-connected People Partner to join our People team and support People Managers and client leadership teams across phData’s US business.

In this role, you will help leaders understand how People practices influence client delivery, team performance, capability, and retention. You will coach and advise leaders on employee relations, performance, talent, organizational change, manager effectiveness, and AI-enabled ways of working.

You will develop a working understanding of the teams you support, including their practices, client engagements, staffing relationships, and functional groups, and translate People strategy into practical manager actions. You will help leaders address issues early, identify patterns in leadership, capability, workload, staffing, and organizational design, and determine when additional expertise is needed.

You will work closely with the VP of Talent Development and cross-functional partners to help client leadership teams navigate these priorities with sound judgment and consistent follow-through.

What You’ll Do

Partner with Client Leadership Teams and Managers

• Build trusted relationships with client leadership teams, practice and delivery leaders, and People Managers. Learn their priorities, team structures, client-delivery realities, and opportunities to help their teams thrive.
• Coach and advise leaders on feedback, performance, development, team dynamics, role clarity, workload, retention, and other People matters.
• Help managers determine the right support for each situation, whether coaching, development, performance support, conduct guidance, or a formal process.
• Prepare managers for clear, timely, and constructive conversations. Offer thoughtful perspective while connecting People recommendations to delivery effectiveness, leadership capability, employee experience, and retention.

Handle Employee Relations Matters

• Manage a range of US employee-relations matters, including multi-state situations, with appropriate documentation and confidentiality. Seek guidance when a matter would benefit from additional expertise.
• Gather facts, assess situations objectively, consider relevant risks and perspectives, recommend practical next steps, and help managers follow through consistently.
• Partner with client leadership teams, People Operations, Legal, and the VP of Talent Development when matters involve broader legal, policy, precedent, executive, or organizational considerations.

Strengthen Performance, Talent, and Development

• Embed performance management, feedback, talent assessment, compensation, engagement, and development practices into the regular operating rhythm of supported teams.
• Help client leadership teams and People Managers set clear expectations, establish useful feedback habits, and support performance and growth processes.
• Maintain a working view of talent, including performance, development needs, retention signals, and capability needs. Use manager insight and people data to surface themes for talent reviews, calibration, and workforce planning.
• Partner with Talent Development and Learning & Development to connect client leadership priorities with practical development actions and career growth.

Support Organizational Effectiveness and Change

• Translate organizational-design, transformation, and talent priorities into clear actions for client leadership teams, People Managers, and employees.
• Support changes involving role clarity, team structure, leadership transitions, processes, and ways of working.
• Identify root causes, recommend practical interventions, and coordinate assigned workstreams, communications, follow-through, and adoption with cross-functional stakeholders.

Partner Across the People Team

• Develop visibility into People themes across client engagements, leadership teams, and functional groups, including manager effectiveness, feedback quality, workload, staffing changes, performance trends, and talent priorities.
• Work with client leadership teams, Staffing, and delivery leaders to understand how assignments, transitions, and team changes affect employee experience and performance.
• Coordinate with cross-functional People and business partners so managers receive connected, easy-to-navigate support.
• Contribute to manager tools, playbooks, operating rhythms, and process improvements.

How You’ll Know You’re Successful

• Managers address feedback, performance, and employee-relations matters earlier and with greater clarity. Client leadership teams receive practical guidance grounded in business realities and sound People judgment.
• Performance, talent, compensation, engagement, and change practices are adopted consistently across supported teams, giving leaders clearer visibility into talent priorities, capability needs, retention patterns, and organizational opportunities.
• You use approved AI tools to synthesize information, develop options, prepare leaders, and create practical materials. You validate outputs, protect confidential information, and apply human judgment to ensure the result is accurate, useful, and appropriate for its audience.
• Cross-functional People support is coordinated, responsive, and easy for managers to navigate.

About You

• You are a trusted partner to managers who can think alongside them, translate People practices into practical action, and support consistent follow-through.
• You combine empathy with candor and help managers build on strengths while addressing opportunities for growth.
• You are curious about how client leadership teams operate, serve clients, build capability, and make decisions about people and work.
• You exercise sound judgment when information is incomplete or stakeholder perspectives conflict, and you know when to seek guidance.
• You can move between strategic context and practical execution, build credibility through thoughtful communication and follow-through, and use AI to improve decisions and deliver more value to the business.

Qualifications

Required Experience

• Five or more years of progressive experience in Human Resources, People Business Partnering, HR generalist work, Employee Relations, Talent, or a related discipline. Experience in consulting, professional services, technology, or another client-delivery environment is preferred; equivalent experience may be considered.
• Hands-on experience advising US client leadership teams and People Managers on employee relations, performance, feedback, development, and sensitive conversations.
• Working knowledge of US employment practices, along with the judgment to identify when Legal, People Operations, or senior People leadership should be involved.
• Experience embedding People programs, such as performance management, engagement, talent assessment, compensation, or development, into day-to-day business practices.
• Experience supporting organizational change, organizational effectiveness, role and team design, or a distributed, matrixed, or project-based organization.
• Ability to use people data and qualitative insight to identify patterns and opportunities.

Skills and Capabilities

• Strong manager-coaching and business-partnering skills, including the ability to offer thoughtful perspective and create productive challenge.
• Strong employee-relations judgment, investigation, documentation, and situation-assessment skills.
• Clear communication, facilitation, influencing, relationship-building, and cross-functional project-execution skills.
• Demonstrated comfort using AI tools in daily work to analyze information, create practical solutions, prepare communications, and improve workflows, with sound judgment about accuracy, bias, confidentiality, privacy, and human review.

Preferred Experience

• Experience supporting a technology-focused consulting or professional-services business and partnering with Staffing, resource management, delivery, or practice leadership teams.
• Experience supporting talent reviews, career frameworks, manager capability, leadership development, or teams across multiple US states.

Our Approach

At phData, People Partners help leaders build teams where people can do their best work, grow their capabilities, and choose to stay. Effective partnership combines business understanding, practical coaching, sound judgment, responsible use of AI, and consistent follow-through.