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About the Role

Partner directly with leadership to build a scalable organization and positively impact the day-to-day experiences of employees. Support managers across Marketing and G&A organizations, driving people retention programs and providing guidance during a period of growth. Cultivate performance and engagement, coach managers, enable clear team communication, and drive organizational plans to meet business goals.

Responsibilities

Serve as a dedicated People Business Partner to managers in Marketing and G&A organizations, coordinating with an Associate Director, PBP.
Own relationships below the most senior levels and coordinate on talent programming, data, and cross-functional people projects.
Embed within supported teams to understand their business, coaching managers on performance, career development, retention, disciplinary actions, and succession planning.
Partner on organizational design and headcount planning.
Guide managers and teams through growth and change, anticipating friction points and supporting core People processes like compensation and growth reviews.
Address performance issues early and partner on complex employee relations matters.
Use people data to inform recommendations and partner with leaders on career paths and programming.
Collaborate with global People Team partners across systems, operations, benefits, talent, and compensation.
Drive inclusive practices to foster an environment where people feel valued, trusted, and heard.
Shape the day-to-day employee experience for supported teams.

Requirements

6-8+ years of progressive HR experience, including significant time as a People Business Partner.
Experience in a high-growth tech environment.
Ability to embed in supported teams and act as a peer to the business.
Experience coaching managers and senior leaders up to the Sr. Director level.
Ability to build rapport quickly and authentically.
High empathy and ability to build trust through warmth and directness.
Strong foundation in HR principles, employment law, and compliance.
Strong work ethic and bias toward action.
Ability to operate with strong ethics, discretion, and sound judgment.
Ability to analyze and interpret people data to inform workforce strategy and planning.
Proactive approach to change management.

Skills

People Business Partnering
HR Principles
Employment Law
Compliance
Data Analysis
Workforce Strategy
Change Management
Coaching
Performance Management
Career Development
Retention Strategies
Disciplinary Actions
Succession Planning
Organizational Design
Headcount Planning
Talent Programming
Employee Relations

Location

NYC metro area (preferred)
New York City (office presence 2-3 days per week)

Work Type

Hybrid

Experience Level

6-8+ years progressive HR experience
Meaningful time in a dedicated People Business Partner role

Salary/Compensations

$115,000—$135,000 USD

Benefits

Performance-based bonus
Equity
Generous benefits program

About the Company

AlphaSense provides market intelligence and search powered by AI, helping sophisticated companies make informed decisions.
The platform includes public and private content such as equity research, company filings, transcripts, news, and more.
The acquisition of Tegus in 2024 enhances AI-driven market intelligence capabilities.
Trusted by over 6,000 enterprise customers, including a majority of the S&P 500.
Founded in 2011, headquartered in New York City with over 2,000 employees globally.
Offices in the U.S., U.K., Finland, India, Singapore, Canada, and Ireland.

Equal Opportunity

AlphaSense is an equal-opportunity employer committed to a work environment that supports, inspires, and respects all individuals.
All employees share responsibility for fulfilling AlphaSense’s commitment to equal employment opportunity.
AlphaSense does not discriminate based on race, color, sex (including pregnancy), national origin, age, religion, marital status, sexual orientation, gender identity, gender expression, military or veteran status, disability, or any other non-merit factor.
Policy applies to all aspects of employment, including recruitment, hiring, training, advancement, and termination.
Provides reasonable accommodation to qualified employees with protected disabilities as required by applicable laws.