People Business Partner Jobs
People Business Partner jobs are open across technology, financial services, healthcare, manufacturing, and retail, at levels from associate to senior and director, with specializations in talent management, organizational effectiveness, and employee relations. Find a role that fits from the openings below and apply directly.
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Novarc Technologies is a full-stack robotics company helping to build the world using applied robotics and AI. Recognized as one of the fastest-growing companies in the Americas by the Financial Times for two consecutive years, we are at the epicenter of innovation and global expansion. Join our dynamic team as we extend our reach across four continents, blending pioneering welding technology with a profound global impact. It's a captivating time to be part of our journey – here, you'll do more than just work; you'll be an integral part of a movement shaping the tech-driven future.
Role Summary: The People Business Partner is a hands-on people partner to Novarc's people managers and employees, combining practical advice with day-to-day people operations. This role partners with leaders in assigned business areas on performance, and employee relations, while owning the full onboarding and offboarding experience across all countries.Reporting to the Director, People, the People Business Partner is the first point of contact for employee and manager people questions and the primary backup for payroll and benefits. The role keeps core people operations accurate and compliant across Canada, the US, and international locations, and lives Novarc's core values of Hungry, Humble, and Smart in every interaction.
Key Responsibilities :
1. Business Partnering
- Act as the dedicated People Business Partner, building trusted relationships with the leaders and employees.
- Guide managers on performance conversations, feedback and employee development.
- Use people data (turnover, engagement, exit trends) to spot issues early and recommend actions to leaders.
2. Onboarding & Offboarding
- Own the end-to-end onboarding experience for all new hires, remote and onsite: pre-boarding activities, orientation, HR systems training, and first-week coordination.
- Partner with managers to build 30-60-90 day plans, schedule new-hire training, and run check-ins at each milestone.
- Coordinate with IT, Payroll & Benefits, and hiring managers so equipment, access, payroll setup, and benefits enrollment are ready on day one.
- Assist with employee offboarding: IT access removal, payroll and benefits termination, final pay coordination, and return of company property.
- Conduct exit interviews and report trends and recommendations to the People leadership.
- Keep the EOR system, LMS and the HRIS accurate and up to date for every hire, change, and exit.
- Continuously improve onboarding and offboarding checklists, templates, and process documentation.
3. Employee Support & Relations
- Act as the first point of contact for employee and manager questions on policies and general people matters.
- Respond to employee concerns and feedback promptly, and escalate complex issues to theDirector, People.
- Support workplace investigations, conflict resolution, and disciplinary processes, in partnership with the Director, People.
- Administer leaves of absence and accommodation requests in line with applicable legislation.
- Handle sensitive information with strict confidentiality.
4. Backup Coverage for Payroll & Benefits
- Serve as the trained backup for the Payroll & Benefits Specialist: process or review payroll runs, answer benefits questions, and handle enrollments, changes, and terminations during absences or peak periods.
- Support annual benefits open enrollment and renewals for the US and Canada.
- Partner with Payroll to make sure employee data, compensation changes, and deductions are accurate at all times.
5. Performance Management & Engagement
- Coordinate the annual performance review cycle, 30-60-90 day reviews under the direction of the Director, People.
- Plan and run employee engagement activities: team building, recognition programs, corporate social responsibility initiatives, and company events.
- Support learning and development rollout, including administration of Novarc's LMS.
6. Policy & Compliance
- Administer people policies consistently and help draft and update policies and the employee handbook.
- Maintain compliance with federal, provincial, and highly complex multi-state, employment laws in the US and Canada, and with local requirements for Australian and UK employees.
- Maintain accurate, audit-ready employee records and files.
7. People & Culture Operations, Data & Projects
- Maintain HRIS data integrity and produce people reports and metrics (headcount, turnover, onboarding, exit trends).
- Other duties as assigned.
Qualifications and Experience :
Required
- Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent experience.
- 4+ years of progressive HR generalist experience, including at least 2 years partnering directly with managers as a People Business Partner, and ownership of onboarding and offboarding.
- Hands-on experience with payroll and benefits administration in the US and/or Canada.
- Working knowledge of employment law in at least one of Canada or the US, and comfort working across multiple jurisdictions.
- Experience with an HRIS and with an Employer of Record or global HR platform.
- Proficiency in Google Workspace.
- Strong communication, organization, and problem-solving skills, with sound judgment on confidential matters.
Preferred
- CPHR (Canada) or SHRM-CP
- Experience in a growing technology, manufacturing, or engineering company.
- Familiarity with an LMS.
- Occasional travel may be required for onboarding, training, or company events.
Commitment to Novarc Values:
Demonstrate and embed Novarc’s core values of Hungry, Humble, and Smart in daily work, decision-making, collaboration, and interactions with colleagues, customers, and partners.
Hungry: Be Passionate, Never Give Up, Customer Focused, Continuous Learning, Do What You Say
- Humble: Servant Leader, No arrogance, Less Ego, Listen > Talk
Smart: High EQ, Challenge the Status Quo, Thought Leaders
Why Novarc:
Growing Opportunities - We are in the process of maturing into a fast-growing medium-sized business.
- Great place to be - We have created a fun, adventurous, and open-minded environment where our teams are encouraged to bond and express their unique selves.
- Best People - Our team is made up of talented, intelligent, and hardworking people.
Lots of Opportunities - We are constantly looking for stand-out talent internally to move into leadership positions.
We are excited to invite you to join our growing team for this amazing journey!
Novarc Technologies is a full-stack robotics company helping to build the world using applied robotics and AI. Recognized as one of the fastest-growing companies in the Americas by the Financial Times for two consecutive years, we are at the epicenter of innovation and global expansion. Join our dynamic team as we extend our reach across four continents, blending pioneering welding technology with a profound global impact. It's a captivating time to be part of our journey – here, you'll do more than just work; you'll be an integral part of a movement shaping the tech-driven future.
Role Summary: The People Business Partner is a hands-on people partner to Novarc's people managers and employees, combining practical advice with day-to-day people operations. This role partners with leaders in assigned business areas on performance, and employee relations, while owning the full onboarding and offboarding experience across all countries.Reporting to the Director, People, the People Business Partner is the first point of contact for employee and manager people questions and the primary backup for payroll and benefits. The role keeps core people operations accurate and compliant across Canada, the US, and international locations, and lives Novarc's core values of Hungry, Humble, and Smart in every interaction.
Key Responsibilities :
1. Business Partnering
- Act as the dedicated People Business Partner, building trusted relationships with the leaders and employees.
- Guide managers on performance conversations, feedback and employee development.
- Use people data (turnover, engagement, exit trends) to spot issues early and recommend actions to leaders.
2. Onboarding & Offboarding
- Own the end-to-end onboarding experience for all new hires, remote and onsite: pre-boarding activities, orientation, HR systems training, and first-week coordination.
- Partner with managers to build 30-60-90 day plans, schedule new-hire training, and run check-ins at each milestone.
- Coordinate with IT, Payroll & Benefits, and hiring managers so equipment, access, payroll setup, and benefits enrollment are ready on day one.
- Assist with employee offboarding: IT access removal, payroll and benefits termination, final pay coordination, and return of company property.
- Conduct exit interviews and report trends and recommendations to the People leadership.
- Keep the EOR system, LMS and the HRIS accurate and up to date for every hire, change, and exit.
- Continuously improve onboarding and offboarding checklists, templates, and process documentation.
3. Employee Support & Relations
- Act as the first point of contact for employee and manager questions on policies and general people matters.
- Respond to employee concerns and feedback promptly, and escalate complex issues to theDirector, People.
- Support workplace investigations, conflict resolution, and disciplinary processes, in partnership with the Director, People.
- Administer leaves of absence and accommodation requests in line with applicable legislation.
- Handle sensitive information with strict confidentiality.
4. Backup Coverage for Payroll & Benefits
- Serve as the trained backup for the Payroll & Benefits Specialist: process or review payroll runs, answer benefits questions, and handle enrollments, changes, and terminations during absences or peak periods.
- Support annual benefits open enrollment and renewals for the US and Canada.
- Partner with Payroll to make sure employee data, compensation changes, and deductions are accurate at all times.
5. Performance Management & Engagement
- Coordinate the annual performance review cycle, 30-60-90 day reviews under the direction of the Director, People.
- Plan and run employee engagement activities: team building, recognition programs, corporate social responsibility initiatives, and company events.
- Support learning and development rollout, including administration of Novarc's LMS.
6. Policy & Compliance
- Administer people policies consistently and help draft and update policies and the employee handbook.
- Maintain compliance with federal, provincial, and highly complex multi-state, employment laws in the US and Canada, and with local requirements for Australian and UK employees.
- Maintain accurate, audit-ready employee records and files.
7. People & Culture Operations, Data & Projects
- Maintain HRIS data integrity and produce people reports and metrics (headcount, turnover, onboarding, exit trends).
- Other duties as assigned.
Qualifications and Experience :
Required
- Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent experience.
- 4+ years of progressive HR generalist experience, including at least 2 years partnering directly with managers as a People Business Partner, and ownership of onboarding and offboarding.
- Hands-on experience with payroll and benefits administration in the US and/or Canada.
- Working knowledge of employment law in at least one of Canada or the US, and comfort working across multiple jurisdictions.
- Experience with an HRIS and with an Employer of Record or global HR platform.
- Proficiency in Google Workspace.
- Strong communication, organization, and problem-solving skills, with sound judgment on confidential matters.
Preferred
- CPHR (Canada) or SHRM-CP
- Experience in a growing technology, manufacturing, or engineering company.
- Familiarity with an LMS.
- Occasional travel may be required for onboarding, training, or company events.
Commitment to Novarc Values:
Demonstrate and embed Novarc’s core values of Hungry, Humble, and Smart in daily work, decision-making, collaboration, and interactions with colleagues, customers, and partners.
Hungry: Be Passionate, Never Give Up, Customer Focused, Continuous Learning, Do What You Say
- Humble: Servant Leader, No arrogance, Less Ego, Listen > Talk
Smart: High EQ, Challenge the Status Quo, Thought Leaders
Why Novarc:
Growing Opportunities - We are in the process of maturing into a fast-growing medium-sized business.
- Great place to be - We have created a fun, adventurous, and open-minded environment where our teams are encouraged to bond and express their unique selves.
- Best People - Our team is made up of talented, intelligent, and hardworking people.
Lots of Opportunities - We are constantly looking for stand-out talent internally to move into leadership positions.
We are excited to invite you to join our growing team for this amazing journey!
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Who's Hiring
Top Industries Hiring
- Technology & Software
- Healthcare & Medical Services
- Consulting & Professional Services
- Manufacturing
- Distribution & Wholesale
What Employers Look For
The qualifications that appear most often in people business partner jobs.
- Bachelor's degree in human resources, business administration, or a related field
- 5 or more years of progressive HR generalist or HR business partner experience
- Demonstrated experience advising senior leaders on people strategy and organizational design
- Proficiency in an HRIS platform such as Workday, SAP SuccessFactors, or similar systems
- Strong knowledge of employment law, performance management, and employee relations practices
- PHR, SPHR, SHRM-CP, or SHRM-SCP certification preferred by many employers
Tips for Your People Business Partner Job Search
Quantify your HR impact concretely
People business partner resumes that stand out tie your work to outcomes: headcount supported, retention shifts, time-to-fill improvements, or engagement score changes. Recruiters screen dozens of generalist HR resumes, so numbers tied to specific business units catch attention faster than responsibility lists.
Match your resume to the business model
A fast-scaling tech startup expects a people business partner to own full-cycle HR for a business unit, while a large enterprise often wants deep expertise in one domain like labor relations or succession planning. Read the job description for clues and mirror that framing in your resume's summary.
Apply early to roles that fit
Migrate Mate lists people business partner openings from across the United States in one place, so you can find roles that match and apply directly to each listing.
Prepare a business acumen story
Interviewers for people business partner roles almost always ask how you've influenced a business decision, not just an HR process. Prepare two or three examples where your workforce data, org design recommendation, or people strategy shifted a leader's direction in a measurable way.
Target openings at your exact org size
The scope of a people business partner role differs sharply between a 200-person company and a 20,000-person enterprise. Filter openings by employee count or funding stage where possible, and tailor your cover letter to the complexity and autonomy level that matches your experience.
Negotiate scope before you negotiate title
In people business partner offers, the ratio of employee headcount you support, access to senior leadership, and budget authority matter more than title alone. Ask directly how many employees you'll support, which business units, and whether you'll have a seat at leadership team meetings before accepting.
People Business Partner Jobs: Frequently Asked Questions
Which companies are hiring the most people business partners?
The companies hiring the most people business partners right now include Respiris, Genesis HealthCare, and Brex, with the largest share of openings in California, New York, and Texas, based on current listings on Migrate Mate as of November 2026. Demand tends to concentrate at mid-to-large employers undergoing growth, restructuring, or post-merger integration.
How many people business partner jobs are remote?
About 75% of people business partner openings are fully remote or hybrid as of November 2026, reflecting the role's need for frequent in-person interaction with business leaders and employees. Sub-specializations focused on data analytics, compensation strategy, or policy development tend to offer the highest share of fully remote arrangements.
How do you become a people business partner?
Start by building a foundation in HR generalist work, covering recruiting, employee relations, performance management, and compliance. Progress into roles where you advise managers directly rather than just administer processes. Develop business acumen by learning how the organizations you support generate revenue and make decisions. Earning an SHRM or HRCI certification strengthens your candidacy, and exposure to HRIS platforms like Workday is expected at most employers.
Can you get a people business partner job with little experience?
Yes, but you'll need to position your experience around direct manager advisory work rather than transactional HR tasks. Roles titled HR generalist, HR coordinator, or HR advisor that included coaching managers, handling employee relations cases, or contributing to workforce planning translate well. Emphasize any projects where you influenced a people decision at the business unit level, even informally, and target associate or junior people business partner openings at growing mid-size companies.
What does the people business partner interview process look like?
Most people business partner interview processes run three to four rounds. An initial recruiter screen assesses your HR background and compensation expectations. A hiring manager conversation focuses on your experience advising leaders and handling complex employee situations. A panel or case interview often follows, where you're asked to respond to a realistic scenario involving performance management, reorganization, or workforce planning. A final round typically involves meeting a cross-functional leader or a senior HR executive.
Where can I find and apply to people business partner jobs?
You can find and apply to people business partner jobs on Migrate Mate, which lists current openings from across the United States. Find roles that match your experience level, industry background, and preferred location, then apply directly to each listing that fits.
See All 202+ People Business Partner Jobs
Find roles that match your experience and apply in just a few clicks.
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