People Partner

People Operations strives to revolutionize human resources the same way that Google has revolutionized search. We are helping to find, grow and keep the remarkable assemblage of talent who are our Googlers. You’ll be a champion of Google’s culture and values, partnering with our business leaders to help them build their organizations and make sure all people decisions are based on data. Whether coaching your clients on how to lead their teams, navigating and resolving employee relations issues or managing programs that help develop our Googlers, you are exceptionally focused on putting them first, and being as clear and transparent as possible to help Googlers understand how people decisions get made.

As a People Partner (formerly known as HR Business Partner/HRBP), you will be responsible for solving complex organizational challenges through people-related solutions. You’ll create create the end-to-end people strategy that will support Googlers in realizing their ambitions. This will require you to think big, use data to guide your work, be comfortable challenging convention and, in some cases, to reinvent how work is done. You’ll partner with a cross-functional group of subject matter experts to design and execute strategies for how we staff, onboard, develop, motivate, retain and organize work. As part of our culture, you’ll also have the opportunity to be hands on and work side-by-side with Googlers to get things done on a variety of people-related areas. As a core part of this hands on work, you will be rolling out programs to support Googlers, including compensation, performance and talent programs.

Great just isn’t good enough for our People Operations team (you probably know us better as “Human Resources”). Made up of equal parts HR professionals, former consultants and analysts, we’re the champions of Google’s colorful culture. In People Ops, we “find them, grow them, and keep them” – we bring the world’s most innovative people to Google and provide the programs that help them thrive. Whether recruiting the next great Googler, refining our core programs, developing talent or simply looking for ways to inject some more fun into the lives of our Googlers, we bring a data-driven approach that is reinventing the human resources field.

Responsibilities

Build relationships with senior business leaders to offer thought leadership on organizational and people-related strategy and execution.

Consult with Google’s leaders to create a comprehensive people plan to influence lasting change over large functions at Google.

Solve problems and get to the root cause of any issue, no matter how complex. Design and quickly implement solutions that cut across multiple disciplines, even those beyond people and organizational solutions.

Provide expertise in the following areas: career planning, performance management, coaching, data analysis, compensation and rewards, employee relations, learning and development, recognition programs, and strategic development.

Use and request data strategically — Identify and surface trends in both qualitative and quantitative data to help improve organizational health, understand when data will assist in making smart, informed decisions. Interpret complex analyses and tie back to business priorities.

Qualifications

Minimum qualifications:
BA/BS degree or equivalent practical experience.

7 years of HR business partner or generalist experience supporting senior leaders at global companies.

A combination of HR experience in the following areas: Organizational design, succession planning, performance management, diversity and inclusion, business consulting, compensation and rewards, recognition programs, culture keeper, employee engagement, coaching and development, Talent management, conflict resolution, talent acquisition, data analysis, and employee relations.

Preferred qualifications:
MA/MS or MBA degree.

Demonstrated ability to work within constraints as well as to challenge the status quo.

Demonstrated analytical and problem solving skills. Ability to analyze data, understand trends and develop recommendations for action based on the analysis.

Comfortable with ambiguity and being a part of deeply complex strategy discussions.

Effective communicator with the ability to build relationships with senior leaders and a complex set of stakeholders to drive organizational change.