HR Business Partner

Pantheon Web Ops Platform powers the open web, running more than 300,000 sites in the cloud for customers including Google, Princeton, Salesloft and Doctors Without Borders. Every day, thousands of developers and marketers create, iterate, and scale Word Press and Drupal sites to reach billions of people globally. Pantheon's multitenant, container-based platform enables organizations to manage all of their websites from a single dashboard.

Organizations including Clorox and the United Nations drive results through accelerated development and real-time publishing using Pantheon's collaborative workflows.

Pantheon Web Ops Platform powers the open web, running more than 300,000 sites in the cloud for customers including Google, Princeton, Salesloft and Doctors Without Borders. Every day, thousands of developers and marketers create, iterate, and scale Word Press and Drupal sites to reach billions of people globally. Pantheon's multitenant, container-based platform enables organizations to manage all of their websites from a single dashboard.

Organizations including Clorox and the United Nations drive results through accelerated development and real-time publishing using Pantheon's collaborative workflows.

At Pantheon, we help teams create, run, and evolve the websites that matter. Our platform helps them move faster without losing control as AI changes how websites are built and managed. As an HR Business Partner, you'll help our Go-to-Market leaders and managers build effective teams and work through people challenges. You'll need to understand what the business is trying to achieve, offer practical advice, and do the hands‑on work to move things forward.

You'll work directly with leaders, including the executive team, while staying close to day-to-day employee needs. Some situations will have a clear process; others will need you to figure out an approach, bring in the right partners, and see it through. This is a remote role but applicants should be based in east coast or central time zone.

• Partner with GTM leaders on team structure, workforce planning, and talent decisions. Understand the business need, offer practical advice, and help put decisions into action.
• Build a workable process when there isn't one. Ask questions, identify what's needed, and create a simple approach that solves the problem without adding unnecessary complexity. Builds first and refine as you go, including using AI and automation to move faster, instead of waiting for a perfect process or for direction.
• Help solve people issues across the U.S., Canada, EMEA, India, and the Philippines. Work through regional differences and bring in local or internal expertise when needed.
• Coach managers on feedback, performance, engagement, and team effectiveness, with guidance they can use in real conversations and decisions.
• Keep performance and talent processes moving—from preparing for talent discussions to helping managers with development plans and following up on commitments.
• Own day‑to‑day employee matters and independently lead complex employee relations cases, investigations, and reorg related situations, partnering with Legal and People colleagues for expertise and risk perspective.
• Help design and lead team changes and people projects from planning through implementation, including the communication and engagement approach that brings leaders and employees along. Stay involved in the practical work, like research, documentation, communications, coordination and follow‑up, not just the recommendation
• Use people data, employee feedback, and AI tools to understand what's happening, identify what needs attention, and recommend actions that support team and business goals.
• Work…