Sr. Human Resources Business Partner

3 weeks ago

San Jose, United States QuantumScape Full time

QuantumScape is on a mission to transform energy storage with solid-state lithium-metal battery technology. The company’s next-generation batteries are designed to enable longer range, faster charging and enhanced safety in electric vehicles to support the transition away from legacy energy sources toward a lower carbon future.

We are seeking an experienced Senior HR Business Partner to join the People Experience team and help our company scale, our managers to lead, and our people to grow. In this role, you will work onsite in San Jose to partner closely with operation leaders to advise, drive strategy, and influence them on topics involving people strategy, engagement and retention, talent development and coaching, organizational design and development to enable employees to do their best work for the Company.

You will work with the People Experience team and act as the voice of the people to collectively identify needs and ensure successful deployment of new engagement and talent initiatives for an overall positive employee experience

This is a work onsite position that requires the position to work onsite at one of the several company locations in San Jose, CA. Working onsite as an HRBP offers unparalleled visibility and accessibility to employees, fostering trust and open communication while enabling tailored HR solutions. Additionally, onsite presence facilitates seamless collaboration with colleagues, promoting cross-functional teamwork and driving collective success.

Job Responsibilities:

  • Develop Org Health: Deliver talent strategies, programs, and operating mechanisms (performance, employee surveys, High Performing Org, and Talent Reviews). Champion Diversity, Equity, and Inclusion in support of QuantumScape’s strategy and goals in service to a culture of innovation, creativity, and belonging
  • Identify opportunities for process improvements and standardization within HRBP functions, lead initiatives to standardize HRBP processes and practices
  • Utilize HR analytics to make data-driven decisions and provide insights to leadership
  • Monitor key HR metrics to assess the effectiveness of HR programs and initiatives
  • Deliver the resolution of complex employee relations issues, conduct face to face investigations, ensuring fair and consistent application of policies
  • Ensure compliance with local, state, and federal employment laws and regulations
  • Mitigate HR-related risks by developing and implementing policies and procedures that align with legal requirements and industry standards
  • Stay abreast of HR technology trends and leverage technology solutions to enhance HR processes and efficiency
  • Proactively manage the "pulse" of the business. Regularly monitor key organizational metrics and goals and identifying insights that equip leaders to evolve their organizations in alignment with goals – meet face-to-face with managers/leaders to review
  • Enhance employee development & management throughout the year by providing coaching, mentoring, and timely feedback; execute a goal-setting agenda with 360 performance evaluations and oversee the formal performance review and calibrations process
  • Resolve highly sensitive and complex HR issues, and facilitate effective and collaborative communication at all levels
  • Team Lead the less experienced HRBPs, providing guidance on strategic initiatives, employee relations, and professional development requiring onsite presence to ensure effective communication, collaboration, and hands-on support
  • Mentor less experienced HRBPs on de-escalation tactics, mediation, conflict resolution, fostering a positive work environment and guide HRBPs in addressing performance issues and implementing improvement plans
  • Implement best practices for selecting, and onboarding top-tier talent by meeting in-person with E-staff leaders and hiring team to create and document selection methods. Meet face to face and build a positive relationship with the new hires after initial on-boarding orientation to ensure their seamless integration into the team and organization
  • Lead or contribute to various cross-team and/or cross-organizational HR projects
  • Manage HR Operation activities when in need

Educational and Technical Requirements include:

  • Bachelor’s Degree in Human Resources, Business Administration or equivalent combination of education and job-related experience
  • Minimum of 8+ years’ experience as a HR Business Partner
  • Minimum of 3-5 years’ experience, demonstrate expertise in handling complex ER situations, PIPs, RIFs, leading workplace investigations, and applying comprehensive knowledge of federal and state laws/regulations (including but not limited to Title VII, ADA, ADAAA, and FMLA)
  • Strong understanding of HR best practices, employment laws, and industry trends
  • Proven ability to develop relationships and partnerships at all levels of the organization, exhibit strong leadership and influencing skills, and execute, implement, and lead change management initiatives
  • Experience working with senior management in an “influence-without-authority” role. Can confidently express your opinion, based on thoughtful data analysis and organization diagnose insights
  • In depth knowledge of HR functional programs including Organizational Planning and Development, Leadership Review and Talent Development, Performance Management, Compensation and Benefits, Employee Relations, as well as Workforce Planning for specific business needs
  • Adept in Microsoft Office and SuccessFactors/HRIS systems, with advanced knowledge in Excel
  • Strong analytical, planning, organizing, and adaptation skills
  • Excellent verbal and written communication skills and can communicate well with Senior Operational Leaders

Preferred Qualifications:

  • Experience working with mid-size and start-up companies
  • Experience managing a team of HRBPs/HR Professionals
  • Coaching and/or Training Certification a plus
  • Attention to detail and high standards for precision in deliverables and execution
  • An appetite for creative problem-solving and continuous improvement
  • Highly organized, self-motivated, and comfortable leading multiple concurrent assignments with shifting priorities
  • Proven ability to seamlessly transition between strategic thinking and tactical execution
  • Experience defining job architecture, leveling, and skill capabilities frameworks

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