Senior People Business Partner, Operations

Requirements

• Curious about who thrives at Whatnot? We’ve found that low ego, a growth mindset, and leaning into action and high impact goes a long way here
• As our next Senior People Business Partner, you bring 7+ years of experience supporting Operations teams (e.g., customer support, trust & risk, agent hourly populations) in a remote or distributed environment
• Experience supporting customer support, trust & risk, agent hourly populations
• A strong partnership mindset and ability to build trust across leaders, managers, and employees
• Experience in fast-paced, high-growth environments with a track record of being proactive, action-oriented, and iterative
• Sound judgment and discretion in handling sensitive situations, with strong attention to detail
• Clear and effective communication in a remote-first environment
• Strong prioritization skills and a consistent connection to business goals
• Comfort working with data to generate insights and inform decisions

What the job involves

• As a Senior People Business Partner, you’ll partner with leaders across our global Operations and G&A orgs to understand business priorities, strengthen teams, and support continued growth and international expansion
• You’ll act as a trusted advisor to senior leaders, helping drive people strategy, org design, and key talent decisions. You’ll also play a key role in shaping and executing People programs that enable teams to do their best work
• Coach leaders and managers to improve team effectiveness, performance, and employee experience
• Partner on people strategy, including org design, workforce planning, and team development
• Advise on employee relations matters, including performance, behavior, and investigations, partnering with legal as needed
• Drive core people processes (compensation, performance cycles, talent planning) for your org
• Partner with COEs (L&D, Total Rewards, People Ops) to shape and deliver effective programs
• Use data and insights to proactively identify and address talent risks (e.g., attrition, engagement)
• Lead change management across reorgs, role changes, and evolving business priorities
• Support manager development across inclusion, team effectiveness, and leadership capability
• Design and lead org‑specific initiatives tied to business needs
• Leverage engagement surveys and people data to inform decisions around culture, growth, retention, and performance