Senior People Business Partner, Temporary at Spring Health | Remote Jobs

Senior People Business Partner, Temporary at Spring Health | Remote Jobs

Revenue, R&D, or G&A functions - and serve as the day-to-day People partner for managers and employees in that function while the incumbent PBP is on leave. This is a continuity role, not a build role. Success looks like managers and employees experiencing no drop-off in support, in-flight People cycles landing on schedule, and a clean handback when the incumbent returns. It’s a strong fit for an experienced PBP who can ramp fast, operate with judgment in ambiguity, and is genuinely comfortable inheriting someone else’s context rather than reshaping it. This temporary role operates on a hybrid model with 2-3 days per week required in-office at our NYC HQ. What you’ll do: Serve as the primary People point of contact for your assigned client group, partnering with managers and employees on performance, development, engagement, and organizational questions Own employee relations matters end-to-end — intake, investigation, documentation, and resolution — escalating complex or high-risk situations appropriately Coach managers through day-to-day people situations: performance concerns, team dynamics, difficult conversations, and org changes already in motion Carry in-flight People programs across the finish line, including performance cycles, talent reviews, compensation planning, and engagement survey follow-through Partner with COE teams (Talent Acquisition, Total Rewards, People Ops & Employee Experience, Compliance, Legal) to execute programs within your client group Support org changes, role changes, onboarding, and offboarding for your function Maintain clear documentation and a running handover record so the returning PBP can pick things up cleanly Flag risks and open items early rather than absorbing them quietly What success looks like in this role: Managers and employees in your client group report consistent, responsive support throughout the coverage period In-flight People cycles and programs complete on time with no slippage attributable to the transition Employee relations matters are resolved or cleanly escalated, with complete documentation The returning PBP receives a thorough, well-organized handback with no surprises What you’ll bring: 6+ years of progressively responsible HRBP or People Generalist experience Demonstrated ability to ramp quickly and operate independently within an existing client group — you’ve stepped into unfamiliar contexts and been effective within weeks Strong employee relations depth, including investigations, documentation, and risk assessment Practical command of core HR disciplines: performance management, manager coaching, org design fundamentals, and compensation basics Working knowledge of labor and employment law Excellent written and verbal communication; credible with individual contributors, managers, and senior leaders alike Comfort with people data, analytics and reporting to inform recommendations High EQ and discretion in handling sensitive information Sound judgment about what to decide, what to escalate, and what to leave for the returning PBP Working knowledge of Google Workspace (Docs, Sheets, Slides, Forms) Nice to have: Prior experience in interim, fractional, or leave-coverage HRBP assignments Experience supporting Revenue (Sales, CS, Partnerships), R&D (Product, Engineering, Data), or G&A (Finance, Legal, Marketing, People) client groups High-growth startup or technology company experience Exposure to HR technology or People analytics platforms The target base salary range for this position is $129,780 - $164,450. Individual pay may vary from the target range and is determined by a number of factors including experience, location, internal pay equity, and other relevant business considerations. We review all employee pay and compensation programs annually using Radford Global Compensation Database at minimum to ensure competitive and fair pay. Not sure if you meet every requirement? Research shows that women and people from historically underrepresented communities often hesitate to apply for roles unless they meet every qualification compared to other similarly-qualified candidates. At Spring Health, we are committed to fostering a workplace where everyone feels valued, empowered, and supported to Thrive. If this role excites you, we encourage you to apply. Our privacy policy: https://springhealth.com/privacy-policy/ Spring Health is proud to be an equal opportunity employer. We do not discriminate in hiring or any employment decision based on race, color, religion, national origin, age, sex, marital status, ancestry, disability, genetic information, veteran status, gender identity or expression, sexual orientation, pregnancy, or other applicable legally protected characteristic. We also consider qualified applicants regardless of criminal histories, consistent with applicable legal requirements. Spring Health is also committed to providing reasonable accommodations for qualified individuals with disabilities and disabled veterans. If you have a disability or special need that requires accommodation, please let us know.