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About the Role

Artefact is seeking a Sr. HRBP to build people functions from the ground up, shape culture and talent strategy in partnership with leadership, and thrive in a fast-paced, scaling environment. This role is crucial for supporting Artefact's growth in the US and Canada by establishing the necessary systems, culture, and talent foundation.

Responsibilities

Serve as the primary day-to-day People advisor to employees and managers across the United States and Canada.
Manage employee relations matters, including investigations, conflict resolution, performance concerns, accommodations, and workplace issues.
Coach managers through feedback, difficult conversations, employee concerns, and employment decisions with empathy, consistency, and sound judgment.
Develop practical guidance that helps managers navigate employee matters confidently and consistently.
Identify recurring employee and manager concerns and recommend appropriate policy, process, training, or organizational improvements.
Partner with the Head of People and employment counsel on sensitive, complex, or high-risk matters.
Support the consistent implementation and application of North American People policies.
Lead manager coaching and enablement, including feedback, development conversations, team effectiveness, and difficult performance discussions.
Design and deliver manager, leadership, and professional-development initiatives aligned with organizational needs.
Own performance-related employee relations matters, including performance concerns, documentation, performance-improvement plans, corrective action, and manager guidance.
Partner with the Resource Manager on talent reviews, individual development plans, and organization-wide capability gaps, bringing manager and employee-relations insights alongside performance, skills, staffing, and career-development data.
Partner with the Resource Manager and Chapter Leads to translate identified capability gaps into appropriate technical, professional, manager, and leadership-development initiatives.
Translate employee-relations, manager, and talent insights into recommendations for development, policy, and organizational improvement.
Step in to support Talent Acquisition during high-volume hiring periods, as needed.
Set the standards and program design for the North American onboarding experience from preboarding through an employee’s first 90 days.
Ensure onboarding introduces new hires to Artefact’s business, culture, expectations, career framework, and ways of working.
Oversee onboarding delivery and continuously improve the experience using new-hire, manager, and business feedback.
Establish the processes and standards that recruiting or operational support resources will follow when coordinating day-to-day onboarding.
Lead employee-listening, engagement, and employee-experience initiatives aligned with organizational priorities.
Translate employee feedback into practical recommendations for leadership, managers, and People programs.
Lead day-to-day benefits administration across North America, including employee guidance, vendor coordination, issue resolution, communications, and annual enrollment support.
Partner with the Head of People on benefits strategy, plan design, renewals, budget, and significant employee-impact decisions.
Execute immigration, work-authorization, and global mobility processes across the United States and Canada.
Guide employees, candidates, and managers through immigration and mobility processes while coordinating with immigration counsel and external providers.
Maintain accurate case tracking, documentation, communications, and compliance throughout the employee lifecycle.
Escalate material legal, financial, workforce, or employee-experience risks to the Head of People.
Support compensation, job architecture, pay-equity, and succession-planning initiatives led by the Head of People.
Partner with the Resource Manager on the implementation of career paths and related employee-development practices.
Use recruiting, employee-relations, talent, benefits, and employee-experience data to identify trends and support decision-making.
Partner with the Head of People and Resource Manager to strengthen core employee-lifecycle processes and maintain clear ownership across the team.
Identify practical uses of AI and technology that reduce administrative work and improve the employee and manager experience.
Contribute to regional and global People initiatives that cut across the employee lifecycle.

Requirements

Eight to ten years of progressive People or HR experience, ideally in a high-growth technology, consulting, or professional-services environment.
Strong experience across talent acquisition, employee relations, manager advisory, and manager, leadership, or professional development.
A track record of building or significantly improving People programs, systems, and processes.
Experience supporting employees and leaders across the United States and Canada.
Strong judgment and the ability to balance employee experience, business priorities, and organizational risk.
Confidence advising senior leaders and constructively challenging decisions when needed.
Experience developing recruiting strategies and overseeing full-cycle hiring.
Experience coaching managers and handling complex performance and employee-relations matters.
Experience designing or delivering manager, leadership, or professional-development initiatives.
Working knowledge of compensation benchmarking, job architecture, workforce planning, benefits, immigration, and global mobility.
Comfort using People data to identify trends, measure effectiveness, and guide decisions.
Interest in using technology and AI to improve how People teams work.
Strong project-management skills and the ability to move several priorities forward at once.
A collaborative, solutions-oriented approach and willingness to remain close to execution while building for scale.

Skills

Talent Acquisition
Employee Relations
Manager Advisory
Manager Development
Leadership Development
Professional Development
Performance Management
Onboarding
Employee Experience
Benefits Administration
Immigration
Global Mobility
Compensation Benchmarking
Job Architecture
Workforce Planning
Data Analysis
AI and Technology Implementation
Project Management
Collaboration
Solutions-Oriented Approach
Greenhouse (nice to have)
HRIS Implementation (nice to have)
Global/Multi-country HR (nice to have)
Campus Recruiting (nice to have)
Consulting/Utilization-based Business Experience (nice to have)

Location

United States
Canada

Work Type

Full-time

Experience Level

Senior

Education Level

PHR (nice to have)
SHRM-CP (nice to have)
SHRM-SCP (nice to have)
CHRP (nice to have)
Equivalent Credential (nice to have)

Salary/Compensations

$140,000 to $150,000

Benefits

Competitive benefits package

About the Company

Artefact is a global data and AI consulting firm helping organizations turn data into business impact.
With 2,000+ employees across 34 offices worldwide, we partner with world-class clients such as Samsung, L'Oréal, and LVMH to accelerate digital transformation through data and AI.
Founded in Paris, Artefact has grown from a small team into a global organization.
We are united by our values and strengthened by our hybrid expertise.
There is always a way: We're from the breed of does, of diggers, of makers. Because ideas are valuable only if executed.
Client trust is won on the field: Addressing client needs flows better hands on at their side.
If not used, it is useless: Our love for technology translates into a steep desire for adoption, true brilliance is about impact.
If not shared, our work is not done: Sharing knowledge is the best way to button up a mission, benefitting clients and colleagues.
We learn everyday: Tech is a land where everything move at the speed of light, you better be ready to challenge yourself.