Title: People & Culture Business Partner Location: United States Job Description: We are a global engagement marketing agency that creates human-centric touchpoints that unleash the power of people to deliver innovation and growth. Firm believers in the power of building community since 1987, we are helping brands, associations and not-for-profit organisations solve their key people challenges through our core expertise: Live & virtual events, Strategic & digital communications and Consulting & community solutions. We are an independently owned agency, headquartered in Geneva, Switzerland, with a global presence of 60 offices in 31 countries. JOB OBJECTIVE The MCI USA P&C business partner balances strategic partnership with strong work execution, AI efficiency focus, and operational delivery. This role is responsible for supporting talent management, performance management and professional development of MCI USA talents and leadership. Operating within a lean, high-impact P&C structure, the P&C BP partners closely with MCI USA P&C, leadership, Finance, and Operations to ensure scalable, compliant, and business-aligned people practices that directly contribute to revenue growth, retention, and organizational performance. This role is analytical, engagement-focused, initiative-taking and engages with all areas of Human Resources. The P&C BP will understand our business fully and utilize global and local MCI P&C and L&D resources to retain, engage, and motivate all our MCI USA talent population. This role requires foundational HR knowledge on compliance, engagement strategies, talent relations excellence with embodiment of MCI culture and ability to be hands-on administering all HR administrative tasks while driving strategic HR initiatives that are core to our MCI business. #LI-Remote COMPENSATION: $90,000-100,000 annually, based on relevant experience and skills. MAIN RESPONSIBILITIES Business Partnership & Integration - Serve as the primary P&C partner to assigned Business Units, providing both strategic guidance and hands-on support across all talent matters - Build deep understanding of the business by: - Job shadowing key roles within assigned departments to gain operational insight - Actively participating in BU and department leadership and team meetings - Coach managers on performance, team effectiveness, communication, and talent experience - Translate business needs into practical P&C actions that support performance, retention, and growth End-to-End Talent Lifecycle Execution - Own and execute all aspects of the talent lifecycle, including: - Onboarding and offboarding coordination and system processing - Creation of offer letters, promotion letters, and compensation change documentation - Entry and maintenance of all talent data changes in systems (e.g., Paylocity, SuccessFactors, Jedox) - Ensure all transactions are completed accurately, timely, and in alignment with governance and approvals - Manage and process Talent Change Requests, ensuring proper approvals, documentation and workflow completion Performance Management & Development - Drive execution of annual and cyclical performance processes using SuccessFactors, including goal setting, mid-year, and year-end reviews - Track completion, follow up with leaders, and ensure quality and consistency of evaluations - Support development planning (PDPs) and ongoing performance conversations - Assist with promotion cycles, ensuring alignment to job architecture, leveling, and approval processes Recruitment Partnership - Partner with Talent Acquisition to support hiring needs, including: - Intake meetings and role scoping - Drafting and refining job descriptions aligned to job architecture - Interview participation for key roles - Support offer development, approvals, and offer letter creation and issuance and run background checks - Owns governance of consultant engagements including scope alignment, agreement execution, and compliance with classification standards Talent Relations & Compliance - Manage talent relations matters, including documentation, investigations, and resolution - Provide practical, compliant guidance to managers and talents - Ensure adherence to federal, state, and local employment laws and internal policies - Maintain proper documentation and audit-ready records Compensation, SL Governance & Workforce Planning - Own execution and accuracy of Salary List (SL) management for assigned business units: - Lead monthly SL reviews with BU leaders and Finance as well as providing strategic monthly updates to CPO - Maintain and update SL data in Jedox - Ensure alignment of all changes (hires, promotions, compensation updates) with budget and approvals - Partner with Finance on headcount tracking, workforce planning, and compensation alignment - Support merit planning, bonus cycles, and compensation updates, including system entry and validation - Run and distribute reports related to SL, headcount, and compensation as needed Engagement, Culture & Analytics - Analyze Talent Engagement Survey (TES) results of respective BUs and provide actionable insights to leaders - Support execution of targeted engagement initiatives tied to retention and performance - Assist with recognition programs, engagement activities, and MCI culture initiatives - Utilize HR data and reporting to inform decisions and track progress HR Operations & Reporting - Run standard and ad hoc reports across systems (e.g., headcount, turnover, absenteeism, performance, compensation) - Ensure data integrity across all HR systems and documentation - Drives AI-enabled efficiencies across P&C processes, including automation of talent inquiries, reporting, and workflow optimization - Execute and continuously improve core HR processes implementing AI efficiencies in all areas including: - Onboarding and offboarding - Talent inquiries via P&C AI agent - Talent changes and promotions - Recruitment workflows - SL and compensation processes - Act as a system and AI champion for HR tools, ensuring effective usage and process adherence and improvement JOB REQUIREMENTS - 3-5 years of progressive HR experience including 1-2 years in a similar position or proven track record in a Human Resources Generalist capacity working with Analytics, HRIS, Talent Relations Support, etc. required - Bachelor’s degree or equivalent required - SHRM certification or HR degree preferred PROFESSIONAL AND LEADERSHIP COMPETENCIES - Analytics, data-driven and AI efficiency-focused - Competency and Strength in the following areas: HR Metrics and Reporting, Technology integration and utilization, Cultural Sensitivity, Compliance Management, Performance Management, Talent Relations, Legal Compliance, Talent Acquisition, Strategic Thinking and Change Management - Excellent Communication, Relationship Building and Influencing Skills with the ability to partner and collaborate as well as drive change with talents at all levels - Excellent work execution with the ability to prioritize multiple projects and priorities in a fast paced, changing environment - Conflict Resolution Skills - Ability to strategically partner with business leaders and a natural curiosity for learning roles, business services and understanding the global and local MCI culture and strategic goals - High accuracy and timeliness in all HR transactions and system updates - Deep understanding of business roles and team dynamics through active integration - Consistent execution of performance, SL, and talent processes - Measurable improvements in engagement and team effectiveness SPECIFIC TECHNICAL SKILLS SuccessFactors and Paylocity Preferred ADDITIONAL REQUIREMENTS • Up to 10% travel annually Benefits Summary MCI USA is an established, family-friendly company offering outstanding benefits and significant growth opportunities. - PTO - 13 paid company holidays, including closure Christmas Eve through New Year’s Day - 401K - Medical, dental, vision and supplementary insurances - Employer-paid group life insurance, short-term and long-term disability - Employer-paid family building benefit (fertility, adoption and surrogacy) - Employer-paid mental health benefit - Pet discount program Please reach out even if you do not meet all the criteria but are willing to learn and commit to one of our great roles. At MCI USA, we thrive on passion and believe that diverse perspectives make our team stronger. We are dedicated to fostering an inclusive environment with equal opportunities for everyone, regardless of race, color, religion, gender, sexual orientation, marital status, age or physical/mental ability. We appreciate all who apply, though only those selected for an interview will be contacted. All applications remain confidential. MCI USA is proud to be an equal opportunity employer. If you need any accommodations during the application or interview process, please reach out to our chief people officer. MCI is where you can bring your true self to work and be proud of what you do. Join us and make a difference!

• Deeply understand the business as a whole and act as an HR partner to leadership across Risk & Banking Ops. You’ll be primarily focused on manager to director levels. • Provide a consultative approach that combines HR expertise, business savvy, and intuition to diagnose issues and provide creative HR solutions. • Advise leaders and managers on all things people-related, such as performance management & coaching, employee relations, leveling processes and organizational development. • Support an organization with a variety of different job families and types of roles; from non-exempt ops, to strategy roles. • Keep a finger on the pulse of organizational health, and design interventions as you spot potential challenges or areas of risk. • Partner with cross functional People team colleagues to build impactful programs spanning recruiting, talent management, employee relations, internal mobility, employee engagement. • Drive key talent processes with your client groups including annual performance reviews, talent planning, and compensation cycles

Role Description We have a great opportunity for an experienced Senior People Partner for the global GTM Organization - Sales, Marketing, and Customer Success. This is a high-impact strategic role, partnering directly with GTM leadership to shape org design, drive performance, and build a culture of execution and accountability. You’ll operate as a trusted advisor to the GTM senior leaders, using data, business intuition, and leadership to steer our GTM teams through scale. This role is ideal for someone who has owned a full GTM portfolio in a mid-to-late-stage SaaS company and knows how to balance strategy with hands-on enablement. You will provide expertise and coaching in everything related to people and organization by anticipating challenges, diagnosing and solving problems that will have a direct impact on the success of the organization. You will be responsible for developing and deploying the People strategy and objectives in areas of talent identification, development, engagement, retention, and alignment, through leveraging on practices developed within the People Team to drive a high performing, learning organization. In this role, you will be responsible for: - Strategic Business Partnership - Serve as thought partner and advisor - as the primary HRBP for GTM leadership, advising on org design, talent strategy, performance, and workforce planning. - Drive the GTM People vision and develop strategic people initiatives - identify opportunities and drive projects that enable successful business outcomes. - Anticipate business needs and translate insights into people strategies that drive overall organizational performance and success. - Facilitate organizational and talent planning, including headcount modeling, role design, and future skills mapping. - Build strong relationships with key people in the client group by consistently connecting and communicating with them about their top issues and developing insights that lead to action. - Talent & Leadership Development - Coach senior leaders, including C-level, through team scaling, performance conversations, change management, and leadership readiness. - Provide guidance on sensitive issues including performance management, role transitions, and change navigation. - Partner with TA to ensure hiring velocity aligns with productivity outcomes — not just volume. - Lead talent reviews, succession planning, and internal mobility programs across GTM; Proactively assess and execute on talent management strategies to support individual and team growth and development. - Provide direction on career development, team dynamics, stakeholder navigation, performance, compensation, and leadership frameworks for GTM. - Program Deployment & Analytics - Lead programs that retain and develop talent, strengthen leadership bench, build high performing teams, and reinforce our unique 6sense culture. - Design and implement change strategies during reorgs, policy shifts, or operational updates – partnering with leaders to identify and remove obstacles and evaluate impact. - Partner with org to deliver employee engagement survey action plans, learning & development initiatives, and compensation programs with clear and consistent executive communication. - Review key talents for development; deploy career interviews; provide feedback during talent forums and managers as appropriate. - Identify and address learning and development needs by collaborating with Talent Development to design, pilot, deploy, and evaluate training programs. - Analyze, understand the Engagement survey results for the function and propose and lead initiatives to improve results and ensure retention of key talents. - Lead Talent Review cycle for the client groups and ensure the optimization of talent pools and pipeline – ie. critical talents in critical roles. - Use and request data strategically - Identify and surface trends in both qualitative and quantitative data to help improve organizational health. Interpret complex analyses and tie back to business priorities to influence decision-making. - Monitor GTM health indicators by sharing dashboards that include information on attrition, ramp performance, quota attainment, internal mobility. Qualifications - 8+ years of progressive HRBP / People Partner experience; 3+ years supporting SVP or C-level in tech or SaaS, with direct GTM support. - BA/BS degree or equivalent. - Experience supporting global or dual-region orgs (US, India preferred). - Excellent collaboration skills with a focus on proactive and transparent communication, relationship building, and influencing. - Strong leadership presence - confidently asks challenging questions and pushes back when needed to drive the best business outcomes, while maintaining trust and credibility. - Proven experience with coaching managers on complex people matters and strengthening their leadership skills – especially in employee relations, performance management, or organizational diagnostics. - Demonstration of empathy and ability to foster engagement, inclusion, and connection. - Success in org design, leadership coaching, and scaling fast-moving teams. - Deep understanding of key business drivers — including pipeline, ramping, retention, and productivity — and how people strategy can influence and optimize them. - Strong analytical and problem-solving skills with the ability to organize and analyze data and recommend data-driven solutions. Requirements - Base Salary Range: $110,092.50 - $161,469.00. The base salary range represents the anticipated low and high end of the base salary range for this position. Actual salaries may vary and may be above or below the range based on various factors, including but not limited to work location and experience. - The base salary is one component of 6sense’s total compensation package for this position. Other compensation may include a bonus program or commission plan, and stock options if approved by 6sense’s board. - In addition, 6sense provides a variety of benefits, including generous health insurance coverage, life, and disability insurance, a 401K employer matching program, paid holidays, self-care days, and paid time off (PTO). Benefits - Full-time employees can take advantage of health coverage, paid parental leave, generous paid time-off and holidays, quarterly self-care days off, and stock options. - We have a growth mindset culture that is represented in all that we do, from onboarding through to numerous learning and development initiatives including access to our LinkedIn Learning platform. - Employee well-being is also top of mind for us. We host quarterly wellness education sessions to encourage self-care and personal growth. - From wellness days to ERG-hosted events, we celebrate and energize all 6sense employees and their backgrounds.

• Design, build, and govern Sonatype’s human capital infrastructure. • Transform the People Operations function into an automated, high-fidelity business utility. • Lead the evolution of the global People Operations operating model to improve scalability, consistency, operational leverage, and employee experience. • Drive simplification and standardization of global HR processes, policies, workflows, and service delivery models. • Reduce manual operational dependency through automation and self-service enablement. • Support the development of scalable operating practices that reduce organizational friction while increasing speed. • Oversee global payroll, benefits administration, and core People Operations processes across regions.