HR Business Partner

We Do Consulting Differently

Second Sight Solutions, LLC (“Second Sight”), a subsidiary of Berkeley Research Group (BRG), is a 200+ person health technology company. Our innovative technology reimagines how drug discount data is exchanged, establishing new connections and improving transparency for drug manufacturers and their customers. Our customers and partners trust us to deliver reliable, first-to-market solutions and safeguard the data we receive. We trust our employees, and our culture gives them the freedom to create, collaborate, and grow.

Second Sight leaders are industry experts, creative, unafraid to challenge the status quo, and the pioneers of market-changing solutions.

As an HR Business Partner (HRBP), you will act as a strategic, trusted advisor and thought partner to business leaders across client groups within our distributed, high-growth workforce (~30 states). You will connect team strategy directly to business goals, using data to help managers lead better, build stronger teams, and get work done. This is a hands‑on role that requires strong judgment, discretion, and the executive presence to earn credibility with first‑time managers navigating real people challenges.

This role reports to the VP of HR.

Manager Coaching & Leadership Development

• Serve as trusted advisor and coach to leaders at all levels, with a dedicated focus on building core leadership skills for first time and newly promoted managers.

• Design and facilitate manager development initiatives, leadership training, and tools that strengthen people leadership across the organization.

• Partner with managers on performance management, including feedback,difficult conversations, performance improvement plans, and day‑to‑day HR decisions.

Strategic Partnership & Rhythm of the Business

• Own the ongoing rhythm of the business for assigned client groups, leading performance management cycles, engagement and retention strategies.

• Drive continuous workforce planning, headcount management, and organization design conversations to ensure teams are structured for growth, efficiency, and long‑term capability.

• Design, implement, and continuously improve people programs, policies, and processes that scale with the organization’s growth.

• Lead annual talent review processes, performance calibrations, succession planning, and identification of high‑potential employees across client groups.

• Proactively navigate HR matters across distributed, multi‑state workforce.

Employee Relations & Investigations

• Lead employee relations matters and workplace investigations independently, maintaining sound judgment from intake through resolution.

• Serve as a point of escalation for workplace conflicts.

• Partner with legal counsel and HR leadership onhigh-risk, complex compliance matters across a multi‑state remote/distributed environment.

People Analytics & Compensation

• Analyze key HR metrics (turnover, attrition drivers, engagement trends, performance distribution) to identify root causes and recommend actions to leadership.

• Partner with HR leadership to drive performance and merit reviews, equity compensation reviews, and promotions.

Talent Acquisition

• Partner closely with recruiting to align headcount priorities and define talent profiles.

• Embed inclusive hiring, development, and retention practices across all client group talent initiatives.

What You’ll Bring

• 8+ years of progressive HR experience, including 5+ years in aHR Business Partner or similar advisory capacity.

• Bachelor’sand/or Master’sdegree in HR, Business Administration, Organizational Development, or a related field (or equivalent practical experience); HR certification preferred.

• Strong executive presence to engage with all levels of leadership.

• Demonstrated experience coaching and developing…