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New York, New York, United States
Hybrid
Not Available
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
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.
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.
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.
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.
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.
Fostering a High-Performance Culture: Foster an environment that is aligned to business objectives - from GTM to R&D- and have relentless technical execution with a culture of accountability, balance, and inclusivity.
AI Mastery & Data-Driven Insights: Integrate AI-driven insights, automation, and advanced people analytics to streamline organizational design, identify turnover trends, and tell a compelling data story that drives executive action.
Cross-Functional & G&A Collaboration: Build deep partnerships with Finance, Accounting, Talent Acquisition, Total Rewards, and People Ops to align on headcount strategy, compensation planning, cross-border structures, and localized performance models.
Any other tasks that may be assigned to help the company meet its goals.
Strategic Leadership Experience: 10+ years of HR experience, with at least 5+ years in a senior People Business Partner leadership role overseeing teams that support both GTM (Sales/Marketing) and R&D (Engineering/Product) in a high-growth technology or SaaS company.
Dual Literacy (GTM & R&D): Deep fluency in both GTM business models (quotas, churn, CAC, sales cycles) and the Software Development Life Cycle (SDLC, technical debt, engineering workflows). You speak the language of both the commercial and technical business.
Executive Presence: Proven ability to build immediate trust and influence at the C-suite and VP levels. You are a confident advisor who can navigate complex organizational dynamics with poise, candor, and professional maturity.
Scale & Growth Mastery: Demonstrated experience leading People strategies during periods of rapid scale (e.g., doubling headcount, international expansion, post-IPO, or M&A).
Partnerships within the G&A Function: Track record of working closely with Finance, Accounting, and Operations teams on day-to-day tasks and large-scale, high-impact organizational projects.
Analytical & AI Mindset: Expert-level ability to interpret talent data and integrate AI tools to automate workflow design, enable agile decision-making, and predict organizational needs.
Communication Excellence: Exceptional written and verbal communication skills, with the ability to articulate complex human capital strategies in a clear, relatable, and compelling way.
Educational Background: BA/BS degree required; Advanced degree (MBA or Master’s in HR/Organizational Development) or high-level HR certification (SHRM-SCP/SPHR) preferred.
