People Operations Business Partner

About the role

Sensor Tower’s digital intelligence platform provides unparalleled insight into market trends, advertising, competitor’s strategies, and consumer/user audience across mobile, web, and gaming. Sensor Tower’s insights are trusted by more than 2,500 enterprises worldwide across tech, retail/commerce, entertainment/media, gaming, consumer packaged goods and finance.

As a People Operations Business Partner, you will guide and support employees while serving as an advisor to managers and the leadership team. This role is hands-on and execution-focused, weighted toward employee relations casework alongside broader program delivery (performance reviews, talent calibration, role design, and training rollout). You'll play a key role in embedding consistent people practices, contributing to team-wide initiatives, and ensuring employees and managers have a well-supported experience across our international footprint.

Salary: $130,000 - $150,000

What the People Operations Business Partner will do

• Own frontline employee relations, managing complex cases end-to-end and ensuring fair, consistent, and legally sound outcomes.
• Partner with managers to solve day-to-day people issues, coaching on performance management, feedback, and difficult conversations.
• Manage employment matters across a global workforce, building deep multi-jurisdiction employment law knowledge and working directly with PEOs, external counsel, and local advisors across AMER, EMEA, and APAC..
• Provide clear, pragmatic HR policy guidance and contribute to policy updates alongside legal.
• Support our contractor and non-employee populations, navigating the distinct compliance and relationship issues they carry.
• Use people data to spot trends and work with managers on practical fixes.
• Advise on retention actions such as pay adjustments, promotions, and recognition.
• Use AI tooling to increase leverage across casework, drafting, and analysis.
• Support delivery of people programs and systems, including hands-on training rollout.

Skills and Abilities That the Candidate Can Bring

• Progressive experience across multiple HR disciplines, including operations, compensation, organizational design, learning & development, employee relations, inclusion, and performance management.
• Experience supporting international leaders and teams, with practical awareness of local employment laws and best practices across multiple jurisdictions.
• Broad experience resolving complex employee relations issues, ideally in a fast-scaling or tech environment.
• Demonstrated ability to build strong, trusted relationships with leaders - including in high-tension, legally sensitive situations - and act as an objective, influential advisor.
• Experience building and defining training programs and practices from the ground up.
• Exceptional time management, with the ability to juggle multiple priorities in a fast-paced, ambiguous environment.
• Proactive project tracking and organizational skills, ensuring initiatives are delivered on time and to a high standard.
• Proactive problem-solver who anticipates needs, raises challenges early, and takes ownership of outcomes.
• Fluency with modern HRIS/ATS and people tooling (e.g. HiBob, Deel, Ashby)

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To all recruitment agencies

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• We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses.
• These tools assist our recruitment team but do not replace human judgment.
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