Lead HR Business Partner

Position Purpose

Viventium is looking to hire a Lead HR Business Partner to join our People team. You’ll play a critical role in shaping how our people strategy fuels business performance – partnering with leaders across all departments to strengthen leadership, scale capabilities, and evolve the employee experience.

This role is designed for someone who thrives in a high-growth, high-tech environment, flexing between strategy and execution – from advising senior leaders on organizational design to rolling up your sleeves to drive day-to-day talent programs forward. You’re comfortable with ambiguity and are able to navigate complex challenges with curiosity, agility, data, and influence, enabling leaders make sound, people-centered decisions that drive impact. 

If you are energized by working independently when needed and within a team, can work well remotely and build strong connections internally, we’d love to hear from you.

This role will support our global workforce.

Key Objectives

• Strategic Business Partner - Serve as a thought partner to leaders and managers, helping translate business goals into actionable people strategies. Use data and insights to influence org design, workforce planning and manager effectiveness.
• Coach & Advisor - Build leadership capabilities by providing thoughtful coaching to managers. Guide teams through performance, change, and growth with clarity and empathy.
• Talent & Organizational Planning - Lead or support cyclical and ad hoc People programs (such as performance, compensation, promotion, engagement, and career development) to ensure alignment with company goals, internal equity, and consistent talent outcomes across teams.
• Org Health & Leadership Insight - Partner with leaders to assess organizational effectiveness, leadership capability, and team dynamics. Identify opportunities to strengthen alignment, decision velocity, and engagement.
• Cross-Functional Collaboration - Partner closely with peers within the People team to ensure cohesive program delivery and a seamless employee experience.
• Compensation & Career Pathing Partnership - Apply strong fluency in compensation philosophy, leveling, and internal equity to advise leaders on pay decisions, promotion readiness, and calibration. Partner with managers to build clear career pathways and enable high-quality growth conversations—ensuring outcomes are consistent, fair, and aligned with business needs.
• Future-Forward HR Practice - Experiment with ways to embed technology and AI into everyday HRBP work - using tools, data, and systems thinking to simplify processes and enhance decision making.

Essential Duties and Responsibilities

The essential functions include, but are not limited to the following:

• A strategic doer – equally comfortable shaping strategy with leaders and executing tactically in the details.
• A connector –you build credibility and trust across levels both within and outside of People, from individual contributors to senior leadership that are centered around advancing a top-notch employee experience.
• A curious learner – you champion excellence and continuous improvements that seek simplicity; you ask bold questions, explore new approaches, and see ambiguity as an opportunity.
• A data-informed thinker – you leverage analytics, trends, and storytelling to influence and guide action.
• A tech- and AI-curious HR champion – excited by the future of work and ready to integrate modern tools and mindsets into HR practice.

Minimum Qualifications

• A minimum of 7+ years in an HR Business Partner role
• Proven ability to influence, challenge, and coach senior leaders and managers with business insight and empathy
• Experience navigating organizational change, workforce planning, and employee relations with sound judgment
• Skilled in translating people data into actionable insights and strategic recommendations
• Exceptional communicator-clear, concise, and persuasive
• Comfortable operating in a global, remote and fast-evolving environment