Senior People

Senior People & Culture, Business PartnerPlayer 15 GroupPhoenix, AZPlayer 15 Group – the sports & entertainment company behind the Phoenix Suns (NBA), Phoenix Mercury (WNBA), Valley Suns (G League), and Mortgage Matchup Center — is redefining the industry standard. Headquartered in downtown Phoenix and engaging fans across the world, Player 15 Group is driven by possibility, innovation, and the desire to create memorable moments for our fans and community.Our culture is anchored in purpose-driven leadership and fueled by individuals who bring passion, creativity, and vision to everything they do. We challenge convention, amplify voices, and create experiences that resonate well beyond the final buzzer. This is where talent meets purpose and bold ideas become reality.Guided by the Player 15 Group Core Values and Principles, the Senior People and Culture (HR) Business Partner acts as a facilitator, educator, coach and proactive partner. This role will be deeply embedded in our business, tasked with influencing decisions, driving performance, and acting as a steward to amplify our People First culture. This is an individual contributor role and reports to the Director, People and Culture with focus areas in team member engagement, workforce planning, change management and coaching for impact.What You Will Do:Strategic PartnershipServe as a trusted thought partner to dedicated Client Groups, providing strategic People & Culture guidance aligned with business objectives, organizational priorities, and company principles.Collaborate with the Director, People and Culture, to assess organizational design, workforce capabilities, and talent risks; recommend and implement structural enhancements to support current and future business needs.Proactively identify people-related gaps and risks (e.g., succession, capacity, engagement, compliance) and lead the development and execution of mitigation strategies.Partner with business leaders to forecast staffing needs, proactively manage headcount planning, and align talent strategies with operational demands.Translate business strategy into actionable people initiatives that drive performance, engagement, and scalability.Talent Acquisition Strategy & LeadershipAct as a strategic extension of the Talent Acquisition function, partnering with leaders to define hiring strategies, role scope, and talent profiles for key and high-impact positions.Provide consultative guidance to hiring managers on workforce planning, role design, interview strategy, and candidate assessment.Support full-cycle recruitment efforts for priority roles as needed, ensuring a high-quality, white-glove candidate experience aligned with Player 15 Group's brand.Engagement and Employee RelationsServe as a primary escalation point and trusted advisor for complex employee relations matters, including investigations, grievances, and sensitive performance or conduct issues.Provide counsel to people leaders and team members in a manner consistent with company policies, principles, and applicable employment laws.Lead intake, investigation, documentation, and resolution of employee relations cases, ensuring fair, consistent, and timely outcomes.Drive engagement, morale, and retention through proactive listening, sensing strategies, and partnership with leaders to address team dynamics.Identify systemic themes from employee relations cases and engagement data, recommending preventive solutions and leadership interventions.Performance Development & ManagementProvide day-to-day coaching/ performance management guidance to leaders (e.g., coaching, counseling, career development, disciplinary actions).Act as a performance improvement driver and provoke positive changes in people management.Proactively and creatively communicate with team members on development and career enhancing initiatives.Manage the exit process including conducting exit interviews and analyzing data trends.People ChampionFunction as a leader on the People and Culture team, role-modeling principles and driving agreed upon results.Demonstrate commitment to the process of continuous improvement through individual and team-focused goals and activities.Supports the People and Culture team in developing KPIs/ metrics/ analytics, and approach initiatives with a growth mindset.Analyzes trends and metrics in partnership with the People and Culture team to develop solutions, programs and policies.What We Need from our Partner:Working knowledge of multiple human resource disciplines, including compensation practices, talent acquisition, organizational diagnosis, employee relations, inclusion, performance management, learning and development, and respective federal and state employment.Highly analytical with strong critical thinking and problem-solving abilities.Project Management skills, including strategic thinking, planning and organizing.Attention to detail and dedication to quality.Excellent written and verbal communication, as well as presentation skills.Organizational savvy and relationship building capabilities.Outstanding customer service mindset, including an ability to serve, lead, and influence at all levels.Ability to build trust and maintain high levels of confidentiality.Self-starter with an ability to work independently and in a team environmentCustomer-centric employment background, like hospitality, retail, or sports/ entertainment industries.Education and Experience:10+ years of Human Resources business partner, generalist or manager experience.Bachelor's degree or equivalent experience, and/ or HR certification.Experience working with exempt and non-exempt team members.Additional Eligibility Requirements:Proficiency in Microsoft Office products including Word, Excel, and PowerPointAbility to work on site - this is not a remote position.Available weekends, nights and holidays to accommodate event/ game/ concert schedules.What You Can Expect:The work environment characteristics described here are representative of those that must be met by a teammate to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.Ability to transit throughout our headquarters, arena and practice facilities for long periods of time.Local travel may be required for work-related events; some overnight travel may be required for training or development (