layiq

/la·yiq/adjective

worthy; deserving; fitting; suitable.

A role, opportunity, or path that merits attention, time, and pursuit.

HR Business Partner at Perforce | LAYIQ

Business Partnership: Serve as the primary HR point of contact for assigned business leaders and their leadership teams, understanding their goals, KPIs, and challenges well enough to proactively bring solutions, not just respond to request.
Attend business team meetings regularly to build fluency in the business’s priorities, market pressures, and org dynamics.
Advise managers on org structure, role design, and workforce planning aligned to business priorities.
Actively collaborate with HRBPs, Generalists and COEs across functions and geographies, sharing insights and patterns seen in your business units.
Talent & Performance: Guide leaders through performance management cycles, calibration, and talent reviews for their client group.
Partner with Talent Acquisition to align hiring plans with business growth and headcount needs.
Support succession planning and identification of high-potential talent within the client group.
Employee Relations and Compliance: Manage employee relations matters – including investigations, coaching, and performance concerns – with sound judgement and appropriate escalation.
Ensure consistent application of HR policy and compliance with employment law across the business unit.
Apply hands-on employment law experience to navigate complex or high-risk employee relations situations.
Data and Insights: Use people data (attrition, engagement survey results, headcount trends) to identify risks and opportunities within the client group and bring recommendations to leadership.
Translate engagement survey and exit interview themes into targeted action plans.
Apply AI tools to analyze people data and surface patterns faster (e.g. identifying attrition risk signals, summarizing engagement themes, or spotting trends across large business units).
Actively look for ways to incorporate AI into day-to-day HRBP work (data analysis, drafting, research, prep for leadership conversations) to work smarter.
Change and Culture: Support change management for org changes, restructures, or growth within the business units.
Champion Perforce’s culture and values throughout the employee lifecycle for the business units.

5-8 years of progressive HR experience, including at least 3 years in an HR Business Partner or generalist role supporting a client group directly.
Demonstrated ability to build credibility with business leaders – you can sit in a business review and contribute beyond the “HR update.”
Experience across the core HRBP toolkit: performance management, talent planning, employee relations, organizational design, and change management.
Strong data literacy: comfortable pulling and interpreting people data (attrition, engagement, headcount) to build a business case, not just report a metric.
Strong working knowledge of US employment law (FLSA, ADA, EEO, state-specific requirements) and demonstrated ability to apply it to real-time employee relations and policy decisions.
Comfort using AI tools (e.g. Copilot, Claude) for data analysis, drafting, or research in an HR context.
Excellent judgement and discretion in handling confidential and sensitive matters.
Preferred: Experience supporting a technology or software business unit.
Prior experience in a global, fast-growth or matrixed organization.
Exposure to international employment practices (e.g. Canada, LATAM), given Perforce’s global employee footprint.
PHR, SHRM-CP or equivalent HR certification.
AI Fluency:: Level 2: Skilled Prompter (Advanced Foundation / Early Proficient) -
Crafts effective, outcome‑oriented prompts, iterates to improve quality and speed, and validates AI outputs against business context and expectations.
Additionally, this position is eligible for benefits including, but not limited to, medical, dental, vision, retirement benefits, life insurance, wellness programs, total time off, and other employee perks that may be offered by Perforce from time to time. The actual offer will depend on a number of factors including, but not limited to, a candidate’s education, skills, qualifications, depth of experience and other relevant business considerations. Perforce reserves the right to amend or modify employee perks and benefits at any time.
All employees are expected to demonstrate AI fluency appropriate to their role and level, including responsible use of AI tools, sound judgment, and adherence to company AI governance and security policy standards.
Come work with us! Our team members are valued for their contributions, introduced to new opportunities, and rewarded well. Perforce combines the experience and rewards of a start-up with the security of an established and privately held profitable company.
If you are passionate about the technology that impacts our day-to-day lives and want to work with talented and dedicated people across the globe, apply today! www.perforce.com
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HR Business Partner

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