Senior People Experience Business Partner

PowerSchool Group LLC • Dallas, TX

1d

About The Position

At PowerSchool, we are a dedicated team of innovators guided by our shared purpose of powering personalized education for students around the world. From the central office to the classroom to the home, PowerSchool supports the entire educational ecosystem as the global leader of cloud-based software for K-12 education. Our employees make it all possible, and a career with us means you’re joining a successful team committed to engaging, empowering, and improving the K-12 education experience everywhere.
Team Overview
Our People Experience (PX) team leads PowerSchool’s human-resources function, equipping and encouraging PowerSchoolers to reach their potential while driving business results. The PX team manages the organization’s global workforce infrastructure; supports the overall employee experience; and attracts, develops, and retains talent.
Responsibilities
Description
PX Business Partners help align the organization’s people strategy with our overall business strategy. They partner with senior leadership through specialized knowledge that helps create policies and programs in line with our goals and objectives.
The Senior People Experience Business Partner is an advanced-level HR partner responsible for delivering strategic, high‑impact people solutions across assigned business units. Operating with significant independence, this role advises senior leaders, drives organizational effectiveness, leads cross-functional initiatives, and serves as a trusted thought partner on workforce strategy. This individual applies deep HR expertise, strong business acumen, and proactive problem-solving to support organizational performance and employee experience. They also play a key role in interpreting people analytics, enabling leaders, and maintaining alignment with enterprise-wide PX programs and frameworks.
Your day-to-day job will consist of:
Strategic Partnership & Business Alignment
Serve as a primary PX advisor for leaders, providing insight on organizational structure, workforce planning, role design, and talent strategy.
Translate business priorities into integrated people strategies that improve team performance and organizational effectiveness.
Identify talent risks, organizational gaps, and people‑related dependencies early and recommend mitigation plans.
Employee Experience & Culture
Champion culture and engagement initiatives aligned with enterprise PX programs, adapting approaches to meet business‑specific needs.
Analyze engagement trends and propose targeted interventions to improve team climate, retention, and connection to PowerSchool values.
Provide expert consultation on communication plans and change readiness.
Change Leadership
Lead the people workstream for major change initiatives (org changes, restructures, leadership transitions, process modernization).
Coach leaders through complex changes, ensuring strong communication, employee impact assessments, and smooth implementation.
Identify change adoption risks and propose data‑backed adjustments.
Talent & Leadership Development
Partner with Talent Development to assess leadership capability needs and tailor development pathways.
Facilitate succession planning discussions and ensure readiness pipelines are actively maintained.
Coach managers and emerging leaders using data, feedback, and observed behaviors.
Performance, Organizational Health & Coaching
Guide managers through advanced performance management cases, including role alignment, development planning, performance improvement, or organizational redesign conversations.
Surface patterns impacting team performance and recommend system‑level improvements.
Interpret role complexity and scope to support job code or level considerations—consistent with Career Framework guidance on scope and experience mapping.
Data‑Driven Insights & People Analytics
Leverage people analytics to generate actionable insights for leaders regarding turnover, talent movement, performance distribution, and sentiment.
Model implications of proposed org changes, headcount shifts, or talent strategies.
Present insights to executive and senior leadership teams in clear, business‑oriented language.
Employee Relations
Manage moderately complex employee relations matters in partnership with PX Operations and Legal.
Conduct intake, risk assessment, documentation review, and provide recommendations for resolution.
Identify trends in ER activity and recommend preventive measures (manager training, process changes, policy updates).
Cross-Functional Collaboration
Partner with COEs (Compensation, Talent Acquisition, PX Tech, PX Ops, Benefits, TD) to deliver cohesive people programs.
Provide business insights to COEs to ensure enterprise initiatives are fit‑for‑purpose and adopted effectively.
Represent the business group in cross-PX working groups and enterprise councils.
Business Acumen & Enterprise Thinking
Maintain a deep understanding of the business unit’s strategy, product or service portfolio, financial drivers, and customer impact.
Connect people recommendations to business outcomes (productivity, time-to-value, quality, engagement).
Apply both functional HR knowledge and organizational context to drive integrated solutions.

Requirements

• Minimum of 8+ years of relevant and related work experience.
• Bachelor’s degree or equivalent, or equivalent years of relevant work experience.
• Travel occasionally, up to 5-10%, for key moments such as team summits, training, conferences, etc., with increased frequency during peak periods based on business demands.
• Additional experience may be substitute for an advanced Degree.

Nice To Haves

• Advanced knowledge across HR disciplines (employee relations, org development, compensation basics, talent management, analytics).
• Strong business acumen; ability to integrate people considerations into business planning.
• Skilled in analyzing data, identifying trends, and turning insights into action.
• Strong communication, influencing, and coaching capabilities.
• Operates with autonomy and sound judgment on complex, sensitive matters.
• Demonstrates enterprise thinking, collaboration, and the ability to drive cross-functional alignment.
• Navigates ambiguity with resilience and solutions-oriented thinking.
• Advocates for equity, inclusion, and a consistent employee experience.

Responsibilities

• Serve as a primary PX advisor for leaders, providing insight on organizational structure, workforce planning, role design, and talent strategy.
• Translate business priorities into integrated people strategies that improve team performance and organizational effectiveness.
• Identify talent risks, organizational gaps, and people‑related dependencies early and recommend mitigation plans.
• Champion culture and engagement initiatives aligned with enterprise PX programs, adapting approaches to meet business‑specific needs.
• Analyze engagement trends and propose targeted interventions to improve team climate, retention, and connection to PowerSchool values.
• Provide expert consultation on communication plans and change readiness.
• Lead the people workstream for major change initiatives (org changes, restructures, leadership transitions, process modernization).
• Coach leaders through complex changes, ensuring strong communication, employee impact assessments, and smooth implementation.
• Identify change adoption risks and propose data‑backed adjustments.
• Partner with Talent Development to assess leadership capability needs and tailor development pathways.
• Facilitate succession planning discussions and ensure readiness pipelines are actively maintained.
• Coach managers and emerging leaders using data, feedback, and observed behaviors.
• Guide managers through advanced performance management cases, including role alignment, development planning, performance improvement, or organizational redesign conversations.
• Surface patterns impacting team performance and recommend system‑level improvements.
• Interpret role complexity and scope to support job code or level considerations—consistent with Career Framework guidance on scope and experience mapping.
• Leverage people analytics to generate actionable insights for leaders regarding turnover, talent movement, performance distribution, and sentiment.
• Model implications of proposed org changes, headcount shifts, or talent strategies.
• Present insights to executive and senior leadership teams in clear, business‑oriented language.
• Manage moderately complex employee relations matters in partnership with PX Operations and Legal.
• Conduct intake, risk assessment, documentation review, and provide recommendations for resolution.
• Identify trends in ER activity and recommend preventive measures (manager training, process changes, policy updates).
• Partner with COEs (Compensation, Talent Acquisition, PX Tech, PX Ops, Benefits, TD) to deliver cohesive people programs.
• Provide business insights to COEs to ensure enterprise initiatives are fit‑for‑purpose and adopted effectively.
• Represent the business group in cross-PX working groups and enterprise councils.
• Maintain a deep understanding of the business unit’s strategy, product or service portfolio, financial drivers, and customer impact.
• Connect people recommendations to business outcomes (productivity, time-to-value, quality, engagement).
• Apply both functional HR knowledge and organizational context to drive integrated solutions.

Benefits

• Comprehensive Insurance Coverage (including Medical, Dental, Vision, Pharmacy benefits, Life Insurance and AD&D)
• Flexible Spending Accounts and Health Savings Accounts
• Short-Term Disability and Long-Term Disability
• Comprehensive 401(k) plan
• Generous Parental Leave
• Unrestricted paid time off (known as Discretionary Time Off - DTO)
• Wellness Program, including ClassPass & Employee Assistance Program
• Tuition Reimbursement
• Optional Benefits: Pet Insurance, Identity Theft Protection, Student Debt Repayment Program and Prepaid Legal coverage

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level