HR Business Partner (US)

Auction Technology Group (ATG) is transforming the global auction industry through online auction technology platforms. The HR Business Partner will lead workforce development for the US organization, partnering with senior leaders on workforce strategy, organizational design, talent management, performance, employee relations, and change management. The role will also build workforce planning frameworks, tools, dashboards, and processes while connecting workforce decisions to business economics.

Responsibilities:

• Act as a trusted advisor and thought partner to senior leaders and management across the US business on people strategy, org design, and business-critical talent decisions
• Translate business strategy into workforce and people plans, working closely with the Head of Workforce Development (UK) to align US execution with the wider global approach
• Partner with leaders on organization design - team structure, role design, spans and layers, role clarity, critical capabilities, and whether work sits in the right place, team and level - to support scalable growth
• Identify workforce risks and opportunities (e.g. skills gaps, attrition hotspots, succession gaps) and translate these into actionable plans
• Own headcount budgeting and forecasting for the US population, and build rolling workforce plans across capacity, capabilities, cost, location and talent so planning is continuous rather than an annual exercise
• Support talent review and succession planning processes, identifying key talent and building robust development and retention plans
• Sponsor and execute the US performance management cycle end to end - goal setting, reviews, calibration and follow-through - ensuring fair, consistent outcomes across teams and holding managers accountable for honest conversations and for acting where performance falls short
• Coach managers on career development, promotions and internal mobility, and build progressive development plans for business-critical and high-potential talent - stretch assignments, structured learning and clear promotion criteria
• Support in the designing and building of the workforce planning frameworks, tools, and processes this new function needs from the ground up
• Own delivery end-to-end: turn agreed plans into concrete project plans, timelines and outcomes, and personally drive them to completion rather than handing off execution
• Get into the detail, building models, drafting materials, and running processes yourself in a lean function without a large supporting team
• Pressure-test and continuously improve new frameworks based on what works operationally, with a bias for action - knowing when a quick, workable solution beats a fully polished one
• Support on change management plans for organizational changes, restructures, and growth initiatives in the US
• Coach senior leaders and managers through complex people situations, building their confidence and capability as people leaders
• Own employee relations for the US population - coaching managers through day-to-day issues and leading investigations, conduct, performance and exit matters - partnering with the Director (UK) on complex or precedent-setting cases
• Connect workforce decisions to the economics of the business - headcount investment, productivity, hiring, attrition and the trade-offs between them - so leaders can see the cost and return of the choices they make
• Bring a commercial lens to organizational trade-offs, modelling options such as build versus hire versus redeploy, location mix and role level, and making a clear recommendation rather than presenting data alone
• Use workforce data and people analytics to identify trends, risks and opportunities, bringing an evidence-based approach that balances data with commercial and cultural context
• Personally build and maintain regular workforce planning dashboards and reporting for leadership, rather than relying on other teams to produce them
• Partner closely with existing HR colleagues to ensure strategic workforce plans are delivered operationally, and that on-the-ground insight feeds back into planning
• Collaborate with global HR colleagues to share best practice and maintain a consistent approach across regions
• Partner with Finance, Talent Acquisition, and business leaders on integrated workforce and business planning

Requirements:

• Bachelor's degree in Human Resources, Business Administration, Organizational Psychology, or related field
• 8–10+ years of progressive HR experience, including significant experience as an HR Business Partner or in workforce planning/organizational design
• A proven operator and builder: experience standing up new HR processes, tools or functions from scratch, and owning delivery end-to-end from recommendation through to hands-on execution and measurable outcomes
• Strong knowledge of US employment law and multi-state HR compliance considerations
• Hands-on experience with workforce planning, org design and talent management frameworks - including building the underlying models and tools - with strong analytical skills to turn workforce data into clear, actionable recommendations
• Excellent influencing, coaching and stakeholder management skills, with proven experience partnering with and presenting to senior leaders - including remote or international leadership - and the confidence to have candid conversations with them
• Demonstrated change management experience in a growing or evolving business
• Comfortable operating autonomously as the senior strategic HR presence in the US and at both altitudes - credible with senior leaders one moment, heads-down building a spreadsheet, process or deck the next - while collaborating closely with US-based HR/People colleagues
• If you have strong HRBP or workforce planning experience, a strategic mindset, and a genuine passion for the people side of a growing tech business, we'd love to hear from you
• Experience operating in a global or matrixed organization spanning UK, EU and US markets
• SHRM-SCP, SPHR, or equivalent HR certification