Senior HR Business Partner

About the role

As a Senior HR Business Partner, you’ll play a critical role in building the teams that power Medallion’s growth. HRBPs are the front line partners to both people leaders and individual contributors. As trusted advisors, HRBPs focus on providing coaching and data driven solutions to support the employee life cycle at Medallion. We’re looking for a Sr. HRBP that has a strong generalist foundation to support across performance management, engagement, organizational change, employee relations, and manager enablement. You’ll balance hands-on business partnership with proactive program design, helping to scale our culture and organization as we grow.

This role reports to the Director of HR and base compensation may land between $150,000-$190,000 depending on qualifications and experience. In addition to base salary, Medallion offers equity and benefits as part of the total compensation package. Many factors are considered when determining pay including: market data, geographic location, skills, qualifications, experience, and level.

Responsibilities

Communication

• Partner with managers and leaders to build high-performing, values-aligned teams. Challenge respectfully, push back when needed, and influence change that’s in the best interest of both people and the business.
• Effective communicator both live and asynchronously with managers and individual contributors; able to tailor messaging to audience effectively 
• An expert in managing difficult conversations and facilitating productive solutions for the business and employees 
• Able to design and execute thoughtful company wide communications around performance processes, engagement initiatives and organizational changes 

Impact & Strategy

• Manage the day to day inbound needs and inquiries from managers and individual contributors; provide excellent service to our customers: our employees 
• Own end to end performance management cycles: calibration, review quality and compensation adjustments. Drive rigor and fairness in how we assess and reward performance.
• Leverage people analytics to scope out and execute high impact initiatives that move the needle on performance and engagement 
• Design & deliver impactful manager enablement programs that help our emerging people leaders become more capable managers 
• Partner with business leaders to interpret engagement survey results, co-create action plans, and measure impact; implement employee programs that enhance connection, feedback, and belonging.
• Be a proactive voice for improving employee experience: spot patterns, raise risks, and propose systemic solutions to drive positive change.

Execution

• Project Planning & Ownership: For each strategic HR initiative (e.g., redesigning the performance cycle, launching a new manager training series, fresh engagement program), you’ll develop a project plan with clear objectives, milestones, metrics, risks, and stakeholders.
• Change Management: Lead change initiatives using a structured approach (e.g., stakeholder mapping, communication plan, training).
• Cross-functional Collaboration: Work closely with People Ops, Talent, Finance, and Business Ops to ensure HR programs are aligned with broader business goals, budgeting, and organizational capacity.
• Coaching: Serve as an on-demand coach for people leaders; hold regular office hours, offer one-on-one coaching sessions, and facilitate peer learning forums.

Qualifications

• 5+ years of progressive HR experience, with solid experience as an HRBP in a startup environment. 
• Demonstrated expertise in performance management, employee engagement and manager coaching.
• Skilled communicator and natural relationship-builder — able to earn trust quickly and influence thoughtfully across multiple layers of the organization.
• Strong judgment, empathy, and discretion when handling sensitive issues.
• A bias toward action and moving fast, with comfort navigating ambiguity and scaling fast-moving environments.
• Highly analytical, with the ability to interpret data and translate insights into strategic HR initiatives.