Summary

The Department: The People Team

The People Team at Gemini is more than HR — we are thought partners, business influencers, and stewards for our company culture. Our tight-knit team consists of strategic business partners, talent acquisition specialists, PeopleOps professionals and benefits specialists.

The Role: Lead, Business Partner

As part of the Gemini People Team, you’ll be on the ground floor of a quickly growing organization. As a People Business Partner, you'll be responsible for partnering with your clients on many aspects of human resources with a primary focus on organizational design & effectiveness, building a pool of bar raising talent, leadership development, and driving programs (engagement, retention, performance and career development) that enables Leaders to lead. In addition, you will help to drive the Talent Management strategy and be a Culture champion for all of Gemini, owning the strategy, roadmap and execution of carrying out the company Culture.. You will be expected to handle sensitive and confidential information, thus it is essential that you possess a strong degree of judgment and discretion. We’re looking for someone who is authentic, a team player, proactive, thoughtful, mature and can help us look around corners. This role requires a deep understanding of business needs, coupled with the ability to develop and implement People solutions that drive success. 

Strategic Partnering:

1. Collaborate with senior leaders and department heads to understand business goals and challenges.
2. Develop and implement People strategies that align with business objectives and support the achievement of company goals.

Employee Relations:

1. Act as a trusted advisor to employees and management, providing guidance on all people-related matters including performance management, employee development, and conflict resolution.
2. Manage complex employee relations issues and investigations, ensuring compliance with company policies and applicable laws.

Talent Management:

1. Drive talent management initiatives, including succession planning, career development, and performance evaluation processes.
2. Partner with the Talent Acquisition team to support hiring strategies and workforce planning efforts.

Change Management:

1. Lead and support organizational change initiatives, ensuring that People impacts are effectively managed.
2. Provide coaching and guidance to managers on leading their teams through change.

Employee Engagement & Culture:

1. Develop and implement programs to enhance employee engagement, promote a positive workplace culture, and improve overall employee experience.
2. Monitor and analyze employee engagement data, providing insights and recommendations for continuous improvement.

HR Analytics:

1. Utilize HR metrics and analytics to inform decision-making and provide insights on workforce trends.
2. Prepare and present reports on key HR metrics to senior leadership.

Compliance & Policy Management:

1. Ensure compliance with local, state, and global employment laws and regulations.
2. Develop, update, and enforce HR policies and procedures in line with best practices and company values.

Responsibilities:

1. Partner with leaders on their team’s operating plan, organizational design and talent 
2. Create and contribute to talent play books as necessary  
3. Lead and influence change management by enabling Leaders with the tools necessary to ensure effective communication 
4. Contribute and execute on Talent Management roadmap and Annual Performance Review Cycle 
5. Enhance and execute on a comprehensive engagement and retention strategy, including regular cadence of check-ins with individuals within assigned business line
6. Determine strategies to enhance quantitative and qualitative data collection to inform decisions
7. Work with Managers to provide constructive feedback and coaching to employees; assist Managers with effective management of their teams and instill a culture of feedback and high performance
8. Work closely with other members of the Business Partner/People team to communicate areas of development, ensuring training programs are targeted and continuously evolving as we grow
9. Act as a liaison between employees and management to answer questions or concerns regarding company policies, practices and regulations
10. Operate with a Global mindset

Minimum Qualifications:

1. Bachelor’s degree in human resource management, psychology or business
2. 5-8 years of experience in a strategic HR role, preferably in a fintech or tech-driven environment.
3. Strong knowledge of HR best practices, employment law, and global HR trends.
4. Proven experience in employee relations, talent management, and change management.
5. Exceptional communication, interpersonal, and coaching skills.
6. Ability to build relationships at all levels of the organization and influence key stakeholders.
7. Proficiency in HRIS systems and HR analytics.
8. Strong client focus with outstanding judgment, critical thinking and analytical skills
9. Proven track record to provide influential partnership, coaching and solution based thinking to various levels within the organization
10. Strong project management skills, including organization, ability to proactively follow up on ongoing projects, and strict attention to detail
11. Ability to identify areas for process improvement and provide recommendations for improvements; desire to enhance efficiency and automate whenever possible
12. Excellent written and verbal communication skills; comfortable fielding difficult questions
13. Demonstrated judgment and ability to deal with confidential and sensitive matters effectively
14. Collaborative team player 
15. Ability to multitask and remain flexible in a fast-paced, start-up environment
16. Desire to build a career in Human Resources and grow and expand responsibilities with the expansion of the Gemini People Team

Preferred Qualifications:

1. SHRM-CP, SHRM-SCP, or equivalent HR certification preferred.
2. Demonstrated ability to respond to changing situations in a flexible manner and reprioritize accordingly to meet immediate needs.
3. Ability to manage immediate, short-term projects while also moving forward with longer term initiatives
4. Ability to identify areas for process improvement and provide recommendations for improvements; desire to enhance efficiency and automate whenever possible

Skills

• Analytical Thinking
• Attention to Detail
• Communications Skills
• Hiring
• Human Resources
• Leadership
• Team Collaboration