Cvent is a leading meetings, events, and hospitality technology provider with more than 4,800 employees and ~22,000 customers worldwide, including 53% of the Fortune 500. Founded in 1999, Cvent delivers a comprehensive event marketing and management platform for marketers and event professionals and offers software solutions to hotels, special event venues and destinations to help them grow their group/MICE and corporate travel business. Our technology brings millions of people together at events around the world. In short, we’re transforming the meetings and events industry through innovative technology that powers the human connection.

The DNA of Cvent is our people, and our culture has an emphasis on fostering intrapreneurship – a system that encourages Cventers to think and act like individual entrepreneurs and empowers them to take action, embrace risk, and make decisions as if they had founded the company themselves. At Cvent, we value the diverse perspectives that each individual brings. Whether working with a team of colleagues or with clients, we ensure that we foster a culture that celebrates differences and builds on shared connections

As Cvent continues its rapid growth, we are expanding our Talent Management division to more deeply influence and impact the business on key talent initiatives. We are looking for a success-driven Senior HR Business Partner (HRBP), aligned to specific business divisions across North America, to partner with leadership to realize business outcomes through strategic talent programs and investments. The Senior HR Business Partner (HRBP) formulates partnerships across the assigned business unit and the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization and the improvement of HR practices. The HRBP maintains an effective level of business literacy about the business unit's financial position, its midrange plans, its culture, and its competition.

This position may or may not have direct supervisory responsibilities but at a minimum, serves as a coach and mentor for other positions in the department.

• Partner with leadership to develop talent strategies that are aligned to business priorities
• Recommend, develop, and implement programs to promote employee engagement and retention
• Drive performance and career advancement through comprehensive learning plans and total rewards approach
• Focus on managerial effectiveness for business leaders through coaching, advisory support and technical HR knowledge sharing
• Lead change management efforts through business changes such as acquisitions, international expansion, systems implementations and process/policy enhancements
• Partner with HR leadership to recommend, research and implement new approaches, policies, procedures and tools with a focus on scale
• Conducts weekly meetings with respective business units
• Consults with line management, providing HR guidance when appropriate
• Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies
• Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required
• Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions)
• Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention
• Provides HR policy guidance and interpretation
• Develops contract terms for new hires, promotions and transfers
• Assists international employees with expatriate assignments and related HR matters
• Provides guidance and input on business unit restructures, workforce planning and succession planning
• Helps identify training needs for business units and individual executive coaching needs
• Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met
• Actively participates and may drive department wide improvement projects and initiatives
  Performs other related duties as assigned

• Bachelor’s degree in business, human resources or relevant field
• 10+ years of professional work experience in HR, in increasing levels of complexity and organization maturity
• Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and federal and state respective employment laws in a fast paced, high growth environment
• Excellent time management skills with a proven ability to meet deadlines
• Strong analytical and problem-solving skills
• Proficient with Microsoft Office Suite or related software
• PHR or SHRM-CP certification highly preferred
• Ability to analyze problems and effectively provide solutions, using data-driven decision-making
• Excellent organizational skills – can successfully manage multiple projects simultaneously; maintain attention to detail
• Excellent communication – both verbal and written; able to breakdown complex issues into easy to understand messages; adaptable approaches to changing situations
• Proven relationship-building skills – with employees, line managers, and executives

Physical Demands
We are not able to offer sponsorship for this position.