People Business Partner
US$191,000 – US$259,000 / yr base salary
Posted 27 Aug 2026
Advertised as “Director, People Business Partners”
BranchFactor Summary
The original posting with the fluff stripped out
- Expected experience
- 10+ yrs
- Management level
- People management
- Employment
- Hybrid
- Contract
- Full-time
- Visa sponsorship
- Not offered
| Base salary | US$191,000 – US$259,000 / yr |
|---|
Study levelBachelor's
CertificationsMaster of Business Administration, SHRM-SCP, SPHR
Field of studyHuman Resources, Organizational Development
Study levelMaster's
FloQast is seeking a sophisticated, strategically-minded Director, People Business Partner to lead our global HRBP organization and play a pivotal role in our continued evolution as a market leader in accounting workflow automation. Serving as a strategic architect of organizational health and high performance, you will bridge the gap between complex technical objectives, aggressive commercial expansion, and overall human capital strategy.
In this elevated role, you will lead a high-performing team of People Business Partners while operating as a deeply embedded business advisor to FloQast’s top executive leadership. You will go beyond traditional HR support to architect the people-systems, leadership pipelines, and high-performance culture necessary to drive hyper-growth and sustained market excellence across all business units.
This role has a requirement of working on-site in our NYC office 3 days per week, which may be subject to change based on team and business needs, as determined by the department leader. Please note that this requirement is subject to ongoing review and may be adjusted in the future.
*Visa sponsorship is NOT available at this time
What You'll Do:
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Executive Leadership & Team Management: Lead, mentor, and elevate a team of People Business Partners supporting all departments. Act as a primary consultant to C-suite and VP leaders, providing strategic guidance on org design, succession planning, workforce planning, and executive coaching across all business units.
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Unified Organizational Design & Scaling: Proactively identify organizational gaps and lead large-scale initiatives to optimize team structures. Ensure seamless alignment between business goals, product roadmaps, and GTM execution during periods of rapid global scale.
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Employee Relations & Risk Mitigation: Oversee complex employee relations matters with a focus on risk mitigation and high-standard resolutions, ensuring a fair, equitable, and compliant environment globally.
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Performance & Career Architecture: Own the performance review processes and merit cycles—ensuring clear growth paths from Individual Contributor to Principal/Architect levels, dual paths into Management, and quota/GTM career trajectory models.
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Talent Strategy & Succession: Drive the end-to-end talent management lifecycle across the company, including high-stakes succession planning, executive talent reviews, performance cycles, and the development of high-potential leaders.