About the role:

We’re looking for a results-driven HR business partner who can dive into the details with the engineering and product client groups, take a step back to strategize, and then engage to deliver high-impact programs. This role will help business leaders use data to plan ahead and make recommendations that improve performance, retention, and the employee experience. Whether helping design and roll out HR Programs or enhancing organizational effectiveness through coaching, you bring a strong business and client focus and analytical rigor. You will leverage your program development skills and organizational savviness to bring these initiatives to fruition in meaningful ways, at scale.

Here’s more of what you will get to do:

  • Coach managers through the employee development process, including leadership succession planning, assisting managers in creating quality employee development action plans, and other special initiatives supporting employee/leadership development.
  • Primary liaison for people managers, offering guidance, coaching, resource identification, and HR coordination, ensuring effective team leadership and support.
  • Serves as an advisor to people managers on talent development, organizational performance, engagement, culture, and leadership matters.
  • Proactively develop and implement actions, in partnership with the management team, to enhance employee engagement initiatives focused on organizational climate and culture change.
  • Oversee complex employee relations issues, including fact gathering, analysis, recommendations, and performance improvement progress. Coach managers on conflict resolution and addressing escalations. Facilitate knowledge sharing within the broader HR team. Act as the first point of contact for employee complaints and conduct investigations as appropriate.
  • Manage accommodations requests and partner with HR Operations on LOAs
  • Supports talent review process, ensuring managers understand the steps and complete activities in a timely and equitable manner.
  • Coach managers and individual contributors on performance management issues and create/deploy performance improvement plans.
  • Leverages human capital expertise to advise and hold teams accountable for sustaining engagement action plans (e.g., by suggesting tactics, acting as a sounding board, and reviewing and approving action plans within assigned areas).
  • Uses organizational diagnostics (e.g., surveys, workforce analysis, HR compliance reporting, etc.) to proactively identify and react to key talent/employee engagement challenges and opportunities in the business. 
  • Promotes adoption and effective use of company programs such as reward, recognition, talent, and communication programs; as needed, leverages HR Centers of Excellence (COEs)  for support and deep subject matter.
  • Provides input to HR COEs regarding specific functional strategies, programs, and practices to ensure they meet business needs. Serves as an advocate for business leaders and managers.

Identify capability gaps in the current workforce and set strategies to help address future needs by partnering with the COEs.

  • Participates in the interview and selection process for people leaders to ensure consistent leadership quality.
  • Leads conversations with teams on sourcing, recruiting, and staffing plans and partners with the Talent Acquisition team to determine and support hiring plans.
  • Special projects as assigned to meet HR / Business initiatives.
  • Perform other duties as assigned or required.

 You’ll thrive in this role if you have:

  • Minimum 7 years of progressive Human Resources experience, including leadership coaching and organizational development, is required.
  • Experience with supporting nearshore teams in LATAM is a plus.
  • Experience in fast-paced tech companies supporting Engineering and Product functions is required.
  • Experience coaching and influencing senior management with demonstrated program development expertise is required.
  • Current knowledge of local, state (WA, FL, CA), and federal laws. 
  • Strong business, analytics, and HR acumen, including strong problem-solving skills, critical thinking, and initiative.
  • Experience with pay band in-line leveling.
  • Deep curiosity into data and how to use it to tell stories, build business cases, and influence outcomes.
  • Excellent communication skills, experience presenting to large groups, and the ability to influence and develop strong relationships.
  • Demonstrated ability to partner with key stakeholders in executing people initiatives focused on business priorities.
  • Represent the cultural cornerstones of the company, such as being driven, neighborly, and adaptable.  
  • Solutions-focused, flexible, and able to cope well with and lead teams through change.
  • Employee relations, change management, and team development experience
  • Strong business and employee experience focus.
  • Commitment to academic excellence and continuous learning as illustrated by completing a Bachelor’s Degree, preferably in Human Resources OR a combination of experience and certifications such as a PHR, SPHR, or SHRM-CP/SCP.

Compensation Range: $149,000 - $165,000

OfferUp offers a comprehensive compensation and benefits package where you’ll be rewarded based on your performance and recognized for the value you bring to the business. Individual salaries within our ranges are determined through a variety of factors, including but not limited to education, experience, knowledge, skills, and geography. All roles will receive equity in OfferUp as part of their compensation, the amount of equity varying depending on the individual’s level and experience.

Benefits (all US roles): In addition to our compensation package, this role is eligible to enroll in health insurance, healthcare savings, and spending accounts, retirement savings benefits (401(k) plan with match), basic and voluntary life insurance, disability benefits, and paid time off for sick leave, family and/or medical leave, vacation, and 12 company holidays. In regard to vacation time, OfferUp has a flexible vacation policy, and, in general, full-time, exempt employees will be expected to take 3-5 weeks (15-30 days) of pre-planned vacation time per year. Vacation needs are flexible and will naturally vary from year to year based on individual circumstances and business needs. In regard to sick time, all full-time employees (exempt and non-exempt) will be granted 12 days (96 hours) of sick time per year (pro-rated if the start date is other than January 1). Your recruiter can share more details about specific benefits during the interview process.

About OfferUp:

OfferUp is the largest mobile marketplace for local buyers and sellers in the U.S. We are changing the way people buy and sell in their communities by providing a uniquely simple and trusted experience on our iOS and Android apps. Our goal is to be the platform of choice for local commerce by connecting buyers and sellers through an interface that makes selling an item as easy as snapping a picture from a mobile device. OfferUp was founded in 2011 and has grown to serve local markets across the U.S. with more than 1 in 5 adults using OfferUp in 2022.

More About OfferUp At a Glance

  • Top 10 Shopping app in the App Store and Google Play Store for three years
  • 15%+ of adults in several markets use OfferUp every month (LA, Miami, Phoenix, Seattle, Las Vegas, Riverside, Orlando)
  • OfferUp works directly with nearly 2000 US law enforcement agencies to build trust in local communities

OfferUp is changing the way people buy and sell locally, and we’ve built a dynamic team to do it. To learn more about what it’s like to work at OfferUp, check out our blog: https://blog.offerup.com

OfferUp provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, or genetics. In addition to federal law requirements, OfferUp complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, transfer, leaves of absence, compensation, and training.

OfferUp expressly prohibits any form of workplace harassment based on race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, or veteran status. Improper interference with the ability of OfferUp’s employees to perform their job duties may result in discipline up to and including discharge.

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