Cordance - HR Business Partner
Requirements
• 7+ years of progressive HR Business Partner experience, including at least 2–3 years supporting multi-entity, multi-country, or otherwise complex organizations. • Demonstrated experience leading employee relations investigations and complex performance management processes. • Working knowledge of employment practices and HR compliance considerations across the US, Canada, UK, and New Zealand (or a strong track record of quickly building fluency in new jurisdictions). • Experience partnering with senior leaders (Director level and above) as a strategic HR advisor. • Strong communication, conflict-resolution, and coaching skills. • Ability to manage ambiguity and competing priorities in a fast-paced, acquisitive, private equity-backed environment. • Experience supporting HR within a private equity-backed, holding company, or multi-business-unit environment. • SHRM-SCP, SPHR, or equivalent HR certification. • Experience supporting M&A activity, including integration planning and harmonizing HR practices post-acquisition. • Experience standardizing HR policies, processes, or systems (e.g., HRIS) across multiple acquired entities. • Familiarity with payroll, benefits, and compensation structures across North America, the UK, and ANZ. • Background in SaaS, technology, or professional services industries. • Please note that we do not accept unsolicited resumes, work on a Corp-to-Corp basis, or engage with non-vetted external agencies.
Responsibilities
• Serve as a strategic HR partner to leaders across multiple business units and legal entities, advising on org design, workforce planning, and talent strategy. • Lead complex employee relations matters end-to-end- investigations, performance concerns, conflict resolution, and separations; ensuring consistent, compliant, and fair outcomes across jurisdictions (US, Canada, UK, and New Zealand). • Own the performance management lifecycle: goal-setting, mid-year and annual reviews, calibration, performance improvement plans, and coaching managers on effective feedback and documentation. • Advise managers and leaders on employment practices and compliance considerations across multiple countries, partnering with legal counsel and external advisors as needed. • Build and scale HR programs (engagement, retention, workforce planning) that flex across entities of different size, maturity, and culture. • Analyze people metrics- turnover, engagement, performance distribution- to identify trends and recommend proactive interventions. • Partner with Total Rewards and Payroll to help ensure compensation structures and benefits remain competitive and compliant across regions. • Coach and develop people managers on leadership skills, feedback delivery, and change management. • Act as a culture champion, supporting the integration of acquired teams and reinforcing Cordance's values across a distributed, multi-entity organization. • Lead or support cross-entity HR projects and initiatives, ensuring consistent execution of people strategy at scale. • Competencies • Employee Relations Expertise: Navigates complex ER issues with sound judgment, empathy, and awareness of employment practices across multiple jurisdictions. • Employee Relations Expertise: • Performance Management Leadership: Drives a strong performance culture through effective goal-setting, feedback, calibration, and manager coaching. • Performance Management Leadership: • M&A & Integration Acumen: Comfortable operating in ambiguity during post-close integration, harmonizing people practices across newly combined organizations. • M&A & Integration Acumen: • Multi-Entity, Global HR Fluency: Understands the nuances of supporting HR across multiple legal entities and countries (US, Canada, UK, NZ), balancing local nuance with global consistency. • Multi-Entity, Global HR Fluency: • Strategic Business Partnership: Builds credibility with senior leaders as a trusted advisor, balancing empathy for employees with sound business judgment. • Strategic Business Partnership: • Data-Driven Decision Making: Uses people analytics to identify trends, risks, and opportunities that inform HR strategy. • Data-Driven Decision Making: • Change Management: Guides teams through organizational change, restructuring, and integration with clarity and care. • Change Management: • Discretion & Judgment: Handles sensitive and confidential matters with the highest level of professionalism. • Discretion & Judgment:
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