HR - Business Partner

Do you love being in the trenches with business leaders instead of just sitting in HR meetings? Can you have a hard conversation with a senior stakeholder without flinching? Do you see a spreadsheet of headcount and engagement data and immediately spot the story it's telling?

Then, our HR Business Partner role here at CUBE84 may interest you.

In this gig,

1. You're in the room where strategy happens
   You partner directly with business leaders to align people strategy with growth plans — not as a note-taker, but as someone who pushes back when the plan doesn't add up. You know the difference between a leader who needs a workforce plan and one who just needs a sounding board, and you show up prepared either way.

2. You see the gaps before they become fires
   You drive workforce planning — hiring demand, skill mapping, resource optimization — by actually digging into what the business needs next, not just filling open reqs. You spot skill gaps early and build the plan to close them before they slow a project down.

3. You make performance management feel human, not bureaucratic
   You own the full cycle — goal setting, reviews, managing both your top performers and the ones who need a direct conversation. You build systems managers will actually use, and you coach them through the awkward parts instead of just handing them a template.

4. You're the person managers call before the difficult conversation, not after
   You coach and support managers on team management, feedback, and the conversations nobody wants to have first. You know how to walk a manager through a conflict without taking it off their plate entirely — because the goal is a better manager, not a crutch.

5. You read the room before people start walking out the door
   You monitor engagement, spot the early signs of attrition or burnout, and build retention plays that address the real reason people leave — not the generic ones from a survey template.

6. You keep things fair, even when nobody's watching
   You keep a close eye on internal parity across roles, titles, and compensation, and you're comfortable flagging inequities even when they're inconvenient to fix.

7. You think two moves ahead on the org chart
   You support org design, career pathing, and succession planning — mapping out who's ready for what, and making sure the business isn't caught flat-footed when someone moves on.

8. You're TA's closest partner, not their approval bottleneck
   You work hand-in-hand with Talent Acquisition to make sure hiring is fast and high-quality, jumping into interviews or sourcing conversations when your read on the role adds value.

9. You steady the ship during change
   You act as a change agent during organizational shifts — restructures, process overhauls, leadership transitions — communicating clearly and helping teams adopt change without the usual chaos.

10. You handle the hard stuff with judgment, not a script
    You handle employee relations with sensitivity and discretion, investigating complaints fairly and staying compliant with employment law — all while keeping people's trust intact.

It'll be awesome if you...

• Have 6–8 years of experience in an HR Business Partner role, ideally within a services/consulting environment (this one's non-negotiable)

• Have a strong grasp of business fundamentals and can hold your own in a room with senior stakeholders

• Have run performance management cycles end to end — goal setting, reviews, and the tough calls on low performers

• Have a solid working knowledge of employment laws and regulations, and know when to escalate versus handle directly

• Are comfortable analyzing data — engagement scores, attrition trends, pay parity — and turning it into a recommendation, not just a report

• Have handled employee relations issues with discretion and fairness under pressure

More awesome, if you have

• Experience supporting org design or succession planning in a fast-growing company

• Exposure to workforce planning in a project/consulting delivery model (billable resourcing, skill-based staffing)

• A certification in HR (SHRM, CIPD, or similar)