HR Business Partner
At a glance
Mid-level HR Business Partner & Generalist role at Thinkbrg. Washington · full-time · $125,000–$150,000 base.
hrroles summary, based on the employer's posting.
What you'll do
- Coach leaders, especially first-time managers, through feedback, difficult conversations and everyday people decisions
- Run performance cycles, engagement and retention work, talent reviews, succession planning and workforce planning for assigned groups
- Shape people programs, policies and processes that can support a growing organization
- Handle employee investigations from initial report through resolution, escalating complex matters with legal and HR leaders
- Use turnover, engagement and performance data to guide leadership actions on compensation, promotions and talent needs
What you bring
- At least eight years in progressive HR work, including five years in an HRBP or comparable advisory role
- A degree in HR, business, organizational development or a related area, or equivalent practical experience
- Experience coaching new managers and creating or delivering leadership development
- A track record with independent employee investigations, HR analytics, and building HR programs in a high-growth setting
- Experience in health tech, life sciences or similarly regulated technology, plus working knowledge of employment laws across states
Who this fits
This suits a senior hands-on HR partner who can advise leaders, exercise discretion and work with limited direction in a changing environment. You’ll work from the Washington, D.C. office two days each week and must be able to verify U.S. work authorization without company sponsorship.
From the employer
We Do Consulting Differently
Second Sight Solutions, LLC ("Second Sight"), a subsidiary of Berkeley Research Group (BRG), is a 200+ person health technology company. Our innovative technology reimagines how drug discount data is exchanged, establishing new connections and improving transparency for drug manufacturers and their customers. Our customers and partners trust us to deliver reliable, first-to-market solutions and safeguard the data we receive. We trust our employees, and our culture gives them the freedom to create, collaborate, and grow. Second Sight leaders are industry experts, creative, unafraid to challenge the status quo, and the pioneers of market-changing solutions.
As an HR Business Partner (HRBP), you will act as a strategic, trusted advisor and thought partner to business leaders across client groups within our distributed, high-growth workforce (~30 states). You will connect team strategy directly to business goals, using data to help managers lead better, build stronger teams, and get work done. This is a hands-on role that requires strong judgment, discretion, and the executive presence to earn credibility with first-time managers navigating real people challenges. This role reports to the VP of HR.
Manager Coaching & Leadership Development
Serve as trusted advisor and coach to leaders at all levels, with a dedicated focus on building core leadership skills for first time and newly promoted managers.
Design and facilitate manager development initiatives, leadership training, and tools that strengthen people leadership across the organization.
Partner with managers on performance management, including feedback, difficult conversations, performance improvement plans, and day-to-day HR decisions.
Strategic Partnership & Rhythm of the Business
Own the ongoing rhythm of the business for assigned client groups, leading performance management cycles, engagement and retention strategies.
Drive continuous workforce planning, headcount management, and organization design conversations to ensure teams are structured for growth, efficiency, and long-term capability.
Design, implement, and continuously improve people programs, policies, and processes that scale with the organization's growth.
Lead annual talent review processes, performance calibrations, succession planning, and identification of high-potential employees across client groups.
Proactively navigate HR matters across distributed, multi-state workforce.
Employee Relations & Investigations
Lead employee relations matters and workplace investigations independently, maintaining sound judgment from intake through resolution.
Serve as a point of escalation for workplace conflicts.
Partner with legal counsel and HR leadership on high-risk, complex compliance matters across a multi-state remote/distributed environment.
People Analytics & Compensation
Analyze key HR metrics (turnover, attrition drivers, engagement trends, performance distribution) to identify root causes and recommend actions to leadership.
Partner with HR leadership to drive performance and merit reviews, equity compensation reviews, and promotions.
Talent Acquisition
Partner closely with recruiting to align headcount priorities and define talent profiles.
Embed inclusive hiring, development, and retention practices across all client group talent initiatives.
What You'll Bring
8+ years of progressive HR experience, including 5+ years in a HR Business Partner or similar advisory capacity.
Bachelor’s and/or Master’s degree in HR, Business Administration, Organizational Development, or a related field (or equivalent practical experience); HR certification preferred.
Strong executive presence to engage with all levels of leadership.
Demonstrated experience coaching and developing leaders, specifically first-time or newly promoted managers, including designing or facilitating leadership training programs.
Experience designing, building, or scaling HR programs, policies, and processes in a high-growth environment.
Demonstrated capability using HR analytics and financial/operational metrics to diagnose problems and propose talent solutions.
Strong track record leading employee relations investigations independently, with sound judgment on when to escalate.
Experience driving change management initiatives in a high-growth environment.
HRIS Implementation experience, or hands-on Paylocity or Workday experience, is a strong plus.
Experience operating in a fast-paced, high-growth health tech, life sciences, or similarly regulated tech environment required.
Exposure to job architecture, career frameworks, or leveling structures is a plus, but not required.
Working knowledge of federal, state, and local employment laws, and the ability to navigate state law across a multi-state workforce.
Comfort operating with limited guidance in a fast-changing, entrepreneurial environment.
Onsite role in our Washington, D.C. office 2 days per week.
Candidate must be able to submit verification of their legal right to work in the United States, without company sponsorship.
Salary Range: $125,000-$150,000
About BRG
BRG combines world-leading academic credentials with world-tested business expertise and purpose-built emerging technologies. Our culture centers on agility and connectivity which sets us apart and gets you ahead.
At BRG, our professionals include specialist consultants, industry experts, renowned academics, and leading-edge data scientists. Together, they bring a diversity of real-world experience, data, and human and artificial intelligence, to economics, disputes, and investigations; corporate finance; and performance improvement services that address the most complex challenges facing organizations across the globe.
Our unique structure nurtures the interdisciplinary relationships that give us the edge, laying the groundwork for more informed insights and more original, incisive thinking. When paired with our global reach and resources, our diverse perspectives and technical capabilities make us uniquely capable to address our clients’ challenges. We get results because we know how to apply our thinking to your world.
At BRG, we don’t just show you what’s possible. We’re built to help you make it happen.
BRG is proud to be an Equal Opportunity Employer. Our hiring practices provide equal opportunity for employment without regard to race, religion, color, sex, gender, national origin, age, United States military veteran status, ancestry, sexual orientation, marital status, family structure, medical condition including genetic characteristics or information, veteran status, or mental or physical disability so long as the essential functions of the job can be performed with or without reasonable accommodation, or any other protected category under federal, state, or local law.