Orca Pacific: A Monks Company
About the Role
Acting as the strategic HR partner for our largest global account, advising leadership across regions with a focus on NAMER to align people strategy with business impact. Leading the evolution of our HR infrastructure by designing scalable frameworks, resources, and toolkits, while driving cross-functional initiatives that leverage AI, technology, and fresh thinking. This role balances people-first solutions with commercial priorities, ensuring our global People operations are both innovative and effective. This position operates as a senior partner to both the business and the People function, ensuring HR strategy and execution are aligned, practical, and responsive to evolving needs.
Responsibilities
Serve as the primary HRBP and central connector across regional HR partners.
Translate business goals into people strategies that boost performance, engagement, and retention.
Partner with leadership on organizational design, talent planning, and workforce transitions, ensuring consistency at scale while adapting to local contexts.
Lead employee relations, resolving issues fairly, promptly, and in compliance with local and global standards.
Support change management across the global account in collaboration with Regional HR, implementing programs effectively while localizing as needed to reflect both business and employee impact.
Conduct exit interviews, identify patterns, and surface actionable insights that inform strategies for improvement.
Champion onboarding as more than just a checklist, designing experiences that make new hires feel inspired, supported, and set up for success from day one, including reimagining talent touchpoints and streamlining processes with technology and AI tools while reflecting culture and values.
Design and implement scalable communication frameworks, toolkits, and people-facing resources that support global initiatives and strengthen HR service delivery (e.g., manager FAQs and recurring communication templates).
Lead cross-functional People projects focused on performance reviews, compliance initiatives (such as EEOC and California Pay Data Reporting), and systems or process improvements that reduce risk and enhance efficiency.
Oversee and maintain HR systems for the team including Workday, relocation records, and agreement tracking, ensuring payroll readiness, data accuracy, and lifecycle documentation.
Partner with IT, Legal, and HRIS to keep internal practices current, localized where needed, and aligned with the broader People strategy.
Account HRBP Effectiveness – provide leadership confidence in HR as a trusted advisor, drive stakeholder trust, resolve ER issues timely, and support organizational changes with lasting impact.
People Resources and Frameworks – deliver high-quality toolkits, templates, and communication resources; ensure clarity and consistency of messaging across HR and business stakeholders.
Project Execution – ensure on-time delivery of scoped HR projects and identify/resolving process gaps, data issues, or policy risks uncovered during project work.
Operational Coordination – submit pay-impacting changes to payroll in a timely manner and maintain employee agreements and relocation records for payroll processing; support onboarding on secure client devices and platforms.
Employee Relations – partner with account leadership to address issues proactively, fairly, and in alignment with company values and legal requirements; provide case management across ER issues with risk mitigation.
Talent Discovery Partnership – support hiring processes, surface blockers, coordinate with Talent Discovery and leadership to improve communication and visibility into hiring progress and risks; assist with workforce planning and internal mobility.
Compliance and Documentation – store and organize employee documentation; support audit readiness and respond to client-specific compliance requests.
About You The essentials:
A degree in Human Resources Management, Business Administration, or related field and/or HR certification such as SHRM-SCP or SPHR preferred.
8+ years of progressive HR experience, including at least 4 years in a senior HRBP or equivalent leadership role supporting large, complex, and global business units.
Proven experience advising senior leadership on organizational design, workforce planning, and large-scale change management.
Expertise in employee relations, performance management, and coaching senior leaders on complex people matters with sound judgment and risk awareness.
Strong track record in building HR infrastructure, including scalable frameworks, communications, and toolkits that enable global consistency while respecting local needs.
Tech-savvy with proven ability to adopt digital tools and AI to elevate HR practices and employee experience.
Detail-oriented yet holistic thinker, able to connect operational execution with long-term strategy.
Entrepreneurial, resourceful, and solutions-driven, thriving in building and scaling new approaches in fast-paced environments.
Hands-on experience with HR systems, Workday strongly preferred, including data governance, compliance, and integration with payroll or finance.
Solid understanding of global compliance landscapes such as US EEOC, California Pay Data Reporting, and GDPR, with experience partnering with Legal and Compliance teams to mitigate risk.
Proven project management skills with the ability to scope, lead, and deliver cross-functional HR initiatives on time and within scope, including performance review cycles, compliance projects, and workforce transitions.
Ability to manage cross-functional projects across HR, Finance, Legal, IT, and business stakeholders.
Comfortable operating in matrixed, fast-paced, and high-growth environments, with experience supporting large global accounts.
Exceptional communication and influencing skills, balancing strategic thinking with hands-on execution.
Benefits
Excellent, full coverage medical, dental, and vision insurance with employer-paid HRA
Generous PTO and 15 company-wide holidays
401k with company contribution
Paid parental leave
Work-life balance with an emphasis on personal well-being
Career growth in a disruptor space & entrepreneurial opportunities within the Monks network
A globally diverse & inclusive culture with employee resource groups
Authentic commitment to DEI efforts and sustainable growth
This role is subject to our Return to Office (RTO) policy. If you reside within a commutable distance of one of our office locations, you will be expected to work from the office a set number of days per week. Details will be in accordance with the company’s then-current RTO policy, which may change from time to time.
Monks has provided a compensation range that represents its good faith estimate of what Monks may pay for the position at the time of posting. The salary offered will be determined based on job-related factors, but not on protected status.
Salary Range: $140,000—$155,000 USD
About Monks: Monks is the global, digitally operated brand of S4Capital plc. It combines marketing and technology services to accelerate business possibilities and deliver AI-powered solutions. Monks is an equal-opportunity employer committed to building a diverse, inclusive workplace.
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Responsibilities
Serve as the primary HRBP and central connector across regional HR partners.
Translate business goals into people strategies that boost performance, engagement, and retention.
Partner with leadership on organizational design, talent planning, and workforce transitions, ensuring consistency at scale while adapting to local contexts.
Lead employee relations, resolving issues fairly, promptly, and in compliance with local and global standards.
Support change management across the global account in collaboration with Regional HR, implementing programs effectively while localizing as needed to reflect both business and employee impact.
Conduct exit interviews, identify patterns, and surface actionable insights that inform strategies for improvement.
Champion onboarding as more than just a checklist, designing experiences that make new hires feel inspired, supported, and set up for success from day one, including reimagining talent touchpoints and streamlining processes with technology and AI tools while reflecting culture and values.
Design and implement scalable communication frameworks, toolkits, and people-facing resources that support global initiatives and strengthen HR service delivery (e.g., manager FAQs and recurring communication templates).
Lead cross-functional People projects focused on performance reviews, compliance initiatives (such as EEOC and California Pay Data Reporting), and systems or process improvements that reduce risk and enhance efficiency.
Oversee and maintain HR systems for the team including Workday, relocation records, and agreement tracking, ensuring payroll readiness, data accuracy, and lifecycle documentation.
Partner with IT, Legal, and HRIS to keep internal practices current, localized where needed, and aligned with the broader People strategy.
Account HRBP Effectiveness – provide leadership confidence in HR as a trusted advisor, drive stakeholder trust, resolve ER issues timely, and support organizational changes with lasting impact.
People Resources and Frameworks – deliver high-quality toolkits, templates, and communication resources; ensure clarity and consistency of messaging across HR and business stakeholders.
Project Execution – ensure on-time delivery of scoped HR projects and identify/resolving process gaps, data issues, or policy risks uncovered during project work.
Operational Coordination – submit pay-impacting changes to payroll in a timely manner and maintain employee agreements and relocation records for payroll processing; support onboarding on secure client devices and platforms.
Employee Relations – partner with account leadership to address issues proactively, fairly, and in alignment with company values and legal requirements; provide case management across ER issues with risk mitigation.
Talent Discovery Partnership – support hiring processes, surface blockers, coordinate with Talent Discovery and leadership to improve communication and visibility into hiring progress and risks; assist with workforce planning and internal mobility.
Compliance and Documentation – store and organize employee documentation; support audit readiness and respond to client-specific compliance requests.
About You The essentials:
A degree in Human Resources Management, Business Administration, or related field and/or HR certification such as SHRM-SCP or SPHR preferred.
8+ years of progressive HR experience, including at least 4 years in a senior HRBP or equivalent leadership role supporting large, complex, and global business units.
Proven experience advising senior leadership on organizational design, workforce planning, and large-scale change management.
Expertise in employee relations, performance management, and coaching senior leaders on complex people matters with sound judgment and risk awareness.
Strong track record in building HR infrastructure, including scalable frameworks, communications, and toolkits that enable global consistency while respecting local needs.
Tech-savvy with proven ability to adopt digital tools and AI to elevate HR practices and employee experience.
Detail-oriented yet holistic thinker, able to connect operational execution with long-term strategy.
Entrepreneurial, resourceful, and solutions-driven, thriving in building and scaling new approaches in fast-paced environments.
Hands-on experience with HR systems, Workday strongly preferred, including data governance, compliance, and integration with payroll or finance.
Solid understanding of global compliance landscapes such as US EEOC, California Pay Data Reporting, and GDPR, with experience partnering with Legal and Compliance teams to mitigate risk.
Proven project management skills with the ability to scope, lead, and deliver cross-functional HR initiatives on time and within scope, including performance review cycles, compliance projects, and workforce transitions.
Ability to manage cross-functional projects across HR, Finance, Legal, IT, and business stakeholders.
Comfortable operating in matrixed, fast-paced, and high-growth environments, with experience supporting large global accounts.
Exceptional communication and influencing skills, balancing strategic thinking with hands-on execution.
Benefits
Excellent, full coverage medical, dental, and vision insurance with employer-paid HRA
Generous PTO and 15 company-wide holidays
401k with company contribution
Paid parental leave
Work-life balance with an emphasis on personal well-being
Career growth in a disruptor space & entrepreneurial opportunities within the Monks network
A globally diverse & inclusive culture with employee resource groups
Authentic commitment to DEI efforts and sustainable growth
This role is subject to our Return to Office (RTO) policy. If you reside within a commutable distance of one of our office locations, you will be expected to work from the office a set number of days per week. Details will be in accordance with the company’s then-current RTO policy, which may change from time to time.
Monks has provided a compensation range that represents its good faith estimate of what Monks may pay for the position at the time of posting. The salary offered will be determined based on job-related factors, but not on protected status.
Salary Range: $140,000—$155,000 USD
About Monks: Monks is the global, digitally operated brand of S4Capital plc. It combines marketing and technology services to accelerate business possibilities and deliver AI-powered solutions. Monks is an equal-opportunity employer committed to building a diverse, inclusive workplace.
#J-18808-Ljbffr