People Business Partner

Location: Remote, Texas, United States, AMER

Department: HR Department

About Us

Fivetran and dbt Labs are bringing together two industry-leading companies with a shared mission: helping organizations unlock the full value of their data. Together, we’re delivering the data infrastructure layer that helps organizations move, transform, and trust their data — from the moment data moves, through every transformation, to the context teams and AI systems rely on. Fivetran helps organizations automate data movement across the systems, clouds, engines, and tools they rely on. dbt Labs pioneered analytics engineering, helping teams transform data into reliable, governed insights. Together, we support thousands of organizations as they build a trusted foundation for analytics, AI, and better business decisions. As we bring our teams and technology together, we’re building on the strengths of both companies while continuing to deliver the products and experiences our customers know and trust. It’s an exciting time to join us: we’re creating a company with the scale, talent, and technology to help more organizations put their data to work with greater speed, confidence, and impact. During this transition period, you may see references to both Fivetran and dbt Labs throughout our recruiting process as we integrate our teams, systems, and career sites.

About the Role

Youll spend much of your time helping managers tackle the things that make leading people hard: giving clear feedback, addressing performance early, navigating change, building effective teams, and making good decisions when the answer isnt obvious. We dont expect you to have a playbook for everything. We do expect you to be curious, use good judgment, ask the right questions, and be comfortable forming a point of view. Were looking for a People Business Partner to join our Regional HRBP team and support managers across North America. Our Regional HRBP model is new, so youll also help us build it. Youll work closely with Functional HRBPs and partners across the People team, learning from what you see on the ground and helping us create better, simpler ways of working as we grow. Youll report to the Director, Regional HR Business Partners.

What You’ll Do

• Coach managers. Help managers work through performance, feedback, development, conflict, team dynamics, and difficult people decisions. The goal isnt to solve everything for them, its to help them become better managers.
• Get underneath the problem. What first lands as a performance issue might actually be unclear expectations, a struggling manager, a team dynamic, or something else entirely. Youll ask good questions, understand the context, and help determine what needs to happen next.
• Handle complex people matters. Youll lead performance and employee relations work across North America, balancing good judgment, employee experience, business needs, consistency, and risk. Youll know what you can handle yourself and when to bring in Legal or another People partner.
• Help teams perform better. Youll work with managers on team health, engagement, talent, performance, and change using both what youre hearing and what the data tells us.
• Spot patterns. We dont want to solve the same problem five times without asking why it keeps happening. Youll connect dots across teams, use data where it helps, and bring emerging themes and risks to the right people.
• Work closely with Functional HRBPs. Theyll bring the broader functional and leadership context; youll bring what youre seeing with managers, employees, and teams across the region. Youll work together without duplicating each others roles.
• Help us build. This is a new model and not everything will be perfectly defined on day one. Youll help us figure out what works, challenge what doesnt, and build approaches we can scale.
• Look for a better way. Were interested in where technology, automation, and AI can remove repetitive work or help us make better decisions. You dont need to be an AI expert—we do want you to be curious and willing to experiment.

Skills We’re Looking For

• Youve worked as a People/HR Business Partner, or in a role where youve coached managers and dealt with meaningful people and team challenges.
• You have strong working knowledge of US employment practices. Experience supporting employees across multiple US states is strongly preferred; broader North American experience is a plus.
• Youre a strong manager coach. You can be supportive without simply agreeing, and youre comfortable saying the thing that needs to be said.
• You have good judgment. When something messy lands, you can work out what matters, what the risks are, and what youd recommend doing.
• Youre agile. Priorities change, organizations change, and sometimes the plan changes. You can adjust quickly and keep moving.
• Youre comfortable with ambiguity. You dont need every process or boundary defined before you can make progress.
• Youre interested in the business behind the people question. You want to understand what a team is trying to accomplish before deciding what good People support looks like.
• You can work independently without operating in a silo. You know when to make the call, when to ask for another perspective, and when something needs to be escalated.
• You notice patterns. Youre interested not only in solving todays issue but in understanding why its happening and whether were seeing it elsewhere.
• Youre comfortable working across teams, functions, and time zones in a distributed company.

Bonus Skills​

You dont need all of these, but wed be particularly interested if:

• You enjoy working with data and have used engagement, performance, attrition, workforce, or other People data to investigate a problem or challenge an assumption.
• Youve worked with or are interested in People analytics or visualization tools. You dont need to be an analyst—we care more about whether youre curious enough to ask the next question.
• Youre interested in AI and how it could change the way managers and People teams work.
• Youve helped build or improve something rather than only operating within an established model.
• Youve worked through a merger, integration, rapid growth, or significant organizational change.