Role Description The Senior People Business Partner (Sr. HRBP) serves as a trusted advisor and strategic partner to business leaders across the organization. This role drives people strategies that align with business objectives, championing a high-performance culture while supporting employees through all stages of the employment lifecycle. As a key member of the People Team, this role blends strategic thinking and a hands-on approach, translating organizational goals into actionable HR solutions. What you will be doing: - Strategic HR Partnership - Serve as a trusted advisor to leaders, aligning people strategies with business objectives and embedding workforce considerations into planning cycles. - Partner on organizational design, team effectiveness, and change management. - Analyze HR data to surface trends and drive actionable insights that inform HR strategy. - Mentor junior team members and represent HR in cross-functional initiatives. - Talent Management & Development - Lead performance and talent processes (goal-setting, reviews, calibrations, succession, high-potential identification). - Coach managers on feedback, development, and performance management, including PIPs. - Partner on learning and development programs aligned to business needs. - Employee Relations & Compliance - Manage complex employee relations matters, including investigations, conflict resolution, and separation ensuring compliance with employment laws, policies, and best practices. - Maintain thorough documentation, identify trends, and recommend risk mitigation strategies. - Serve as a resource for employee concerns and oversee key external HR partnerships. - Own and update the Employee Handbook. - Compensation & Workforce Planning - Advise on compensation decisions across offers, promotions, and equity, partnering with Finance on equity program administration. - Support annual compensation planning to ensure equitable, data-driven outcomes. - Educate employees and managers on total rewards programs. - Partner with recruiting on job leveling, candidate assessment, and workforce planning to address talent gaps. - HR Programs & Operations - Drive scalable HRBP practices and continuous improvement of HR processes and tools. - Lead or support key initiatives (engagement surveys, culture programs, policy development). - Partner cross-functionally to ensure seamless employee experiences and data integrity. Qualifications - 5–8+ years of progressive HR experience, with at least 3 years in an HR Business Partner role. - Experience with performance management, talent reviews, and compensation processes. - Demonstrated experience managing complex employee relations issues independently and with sound judgment. - PHR, SPHR, SHRM-CP, or SHRM-SCP certification preferred. - Startup or high growth company experience strongly preferred. Requirements - Strong business acumen and the ability to connect HR strategies to business outcomes. - Strong written and verbal communication, active listening, and the ability to build relationships, challenge, coach, and influence leaders at all levels — including delivering hard messages with empathy and clarity. - Working knowledge of federal and state employment law (multi-state experience a plus in a domestic U.S. context). - Proven ability to navigate complex, sensitive ER matters with discretion, conduct thorough investigations, document defensibly, and balance employee advocacy with organizational risk. - Experience with performance management, talent reviews, and compensation processes. - Compensation administration experience including pay structures, leveling, equity, pay equity principles, and market benchmarking sufficient to advise on offers, promotions, and annual planning. - Ability to manage multiple priorities and operate effectively in a fast-paced environment. - Proficiency with HRIS systems and HR reporting/analytics. Benefits - Base Salary: $125,000-175,000. - The “Base Salary” range represents the low and high end of the anticipated salary range for this position across all US locations including but not limited to CA, CO, NY, WA, NV, MD, CT and RI. - The determination of this anticipated Base Salary involves the consideration of many factors in making compensation decisions including but not limited to: location of candidate, unique skill sets, experience, training, performance, licensure and certifications, as well as other business and organizational needs. - Our anticipated Base Salary determination is just one component of OpenSpace’s competitive total rewards strategy that also includes equity awards, 401k match, as well as other region-specific health and wellness benefits.

• Reporting to the CFO, the Vice President of Human Resources will serve as the primary architect of our people infrastructure during a period of significant organizational growth. • This leader will own the full employee lifecycle — from talent acquisition strategy to performance management, total rewards, and culture — ensuring the company can recruit, develop, and retain the talent. • Build, manage, and develop HR team members. • Set clear goals, priorities, and operating rhythms for the HR function; hold the team accountable to measurable outcomes and service-level expectations. • Serve as a player-coach — willing to be hands-on across all HR disciplines while developing existing HR team members. • Partner with Finance to manage the HR department budget, including headcount, systems, and program spend; identify efficiency opportunities as the function scales. • Serve as the primary escalation point for complex, sensitive, or high-risk employee relations matters including misconduct allegations, harassment complaints, and performance disputes. • Advise managers and executives on handling performance issues, disciplinary actions, and involuntary separations in a manner that is legally sound and consistent with company values. • Implement a scalable performance review process tied to company objectives; coach people managers on giving effective feedback. • Partner closely with Legal/General Counsel on matters that carry litigation risk, regulatory exposure, or require formal legal guidance. • Design and execute a scalable recruiting engine to support headcount growth from ~[X] to ~[2X] employees over 24 months.

• Define and lead KnowBe4's global Talent Management strategy, integrating learning & development, performance management, succession planning, hi-potential programs, and career development into a cohesive, data-driven function • Own the end-to-end performance management lifecycle — goal-setting frameworks, mid-year and annual review cycles, calibration processes, and performance improvement pathways — ensuring consistency and fairness across all geographies • Design and execute a global hi-potential identification program, partnering with People Business Partners and senior leaders to build a robust internal talent pipeline; lead succession planning for critical and leadership roles across the organization • Build and sustain career development frameworks — including career pathing, competency models, and internal mobility programs — that give employees clear growth trajectories and managers the tools to have meaningful development conversations • Oversee the design and delivery of all manager and employee development programs, including onboarding, leadership development, management effectiveness, compliance training, and functional upskilling, ensuring programs are relevant, measurable, and globally accessible • Own and optimize the Learning Management System (LMS) and all talent technology platforms; drive full integration with Workday (performance, learning, and succession modules) to create a seamless, unified talent experience and eliminate off-system workarounds • Champion the adoption of agentic AI and intelligent automation within talent management workflows — including AI-driven learning recommendations, automated performance check-in nudges, skills gap analysis, succession scoring, and personalized development pathways — to scale impact and reduce manual effort • Audit and rationalize existing talent programs, tools, and processes; eliminate redundancy, standardize fragmented approaches across teams and regions, and establish clear governance and decision rights to reduce operational complexity • Establish a talent analytics capability that tracks leading and lagging indicators across the talent lifecycle — engagement, time-to-productivity, internal mobility, succession bench strength, and program effectiveness — delivering actionable insights to executive leadership • Collaborate with People Business Partners, Finance, and senior leadership to align talent programs with business strategy, organizational design changes, and workforce planning priorities • Represent Talent Management at executive-level meetings; prepare and present materials for leadership team and Board reviews on talent pipeline health, program outcomes, and strategic initiatives • Lead, develop, and inspire a team of learning, enablement, and talent professionals — providing clear direction, development opportunities, and a culture of continuous improvement and accountability • Provide genuine recommendations as to the hiring, firing, promotion, and discipline of subordinate employees to which the Company gives significant weight

• Human Capital guidance from HQ on strategic initiatives • Strategic people initiatives • Employee relations support • HR Metrics reviews • Workforce planning & budgeting