Senior HR Business Partner

Senior HR Business Partner

At PLACE, we're building a category-defining company at the intersection of real estate, technology, business services, and the consumer. As a profitable, hypergrowth startup, on the path to an IPO, our standards are high, our team is scrappy, and our commitment is to execute the best work of our lives.

This is your chance to shape the backbone of a company that's scaling rapidly and innovating boldly. As our Senior HR Business Partner for RE Team Employees, you'll partner with the VP of Human Resources, RE Team Owners, and RE Operations Team leaders to navigate a uniquely complex employee relations landscape — supporting W2 employees embedded within our independent operator partnerships — while also owning a functional area within our enterprise People Operations Center of Excellence, such as Engagement or Performance Management & Rewards.

If you thrive in complexity, entrepreneurial problem-solving, and believe in scaling through tech and AI, this is your PLACE.

VP of Human Resources

You're a seasoned HR professional with 7+ years of progressive experience and a strong concentration in employee relations — ideally with a background supporting franchise, agency, independent-contractor, or other distributed workforce models. You have deep skill managing complex, sensitive employee relations issues with professionalism, objectivity, and sound legal judgment, and a strong grasp of employment law and co-employment risk that lets you protect both the employee and PLACE as employer of record.

You know how to influence without authority — coaching and guiding non-employee business owners on people practices even without direct organizational control over them. You're comfortable leading structured onboarding and orientation sessions, and you have a track record of coaching leaders and owners through conflict toward stronger engagement. You've built or governed a CoE-style program before — whether engagement, performance management, onboarding, or compliance — and you bring sharp analytical instincts, turning data into clear action plans.

You communicate with excellence across audiences, building trust with both employees and independent operators alike, and you're comfortable exercising sound judgment and discretion in ambiguous situations. A PHR, SPHR, or equivalent certification is a strong plus, and familiarity with HRIS, engagement survey platforms, and reporting systems (ADP experience a bonus) rounds out your toolkit.

Serve as the primary HR point of contact for W2 employees embedded in assigned RE Teams, providing guidance on policies, benefits, and workplace concerns

Manage and resolve complex employee relations issues arising on RE Teams, conducting thorough, objective investigations even when day-to-day supervision comes from a non-PLACE Team Owner

Design and roll out people-management tools and processes — performance frameworks, compensation models, and similar resources — to help RE Team Owners and RE Operations leaders lead effectively

Coach and advise RE Team Owners on people practices, PLACE policy, and applicable employment law, clearly distinguishing which decisions must be made or approved by PLACE as the legal employer

Partner closely with Legal on employee relations matters touching the operator-partnership structure, co-employment risk, and escalations requiring legal review

Establish and maintain clear escalation protocols so RE Team Owners and employees know when and how to bring HR issues forward

Coordinate with the Partner Success Onboarding team to support smooth transitions of new team employees onto Powered by PLACE Teams

Conduct Operator Orientation for new RE Team Owners, introducing PLACE's people policies, employer-of-record responsibilities, and the escalation and support model

Support onboarding, offboarding, leave administration, and employee changes for the RE Team W2 population alongside the broader People Operations team

Coach leaders — including RE Team Owners, where appropriate — on impactful, legally sound performance and disciplinary conversations

Partner with the VP of HR on policy interpretation and updates specific to the…