HR Business Partner

Cordance is dedicated to accelerating the growth of vertically focused business-to-business (B2B) software-as-a-service (SaaS) companies through acquisition and long-term tactical and financial guidance. We’re experienced operators and subject-matter experts with a passion for software and building businesses. We partner with founders to help them scale their businesses and realize their companies’ full potential.

We look for businesses with strong leadership and high potential for profitable growth, and work together to increase year-over-year revenue, company efficiency, and impact. Cordance envisions that all companies we work with achieve their full potential. We embrace what makes each company great and build on those foundations. We believe in elevating a company as it scales, delivering dignity to the organization and its employees, and sharing a passion for building a legacy.

Position Overview

Cordance is seeking an experienced and strategic HR Business Partner (HRBP) to support our growing portfolio of software companies operating across the United States, Canada, United Kingdom, and New Zealand. This is a hands-on role for an HR professional who thrives in complex, multi-entity environments and can navigate the nuances of employment practices, culture, and organizational design across multiple countries and business units.

The HRBP will serve as a trusted advisor to business leaders, driving employee relations strategy, performance management, and organizational effectiveness, while partnering closely on M&A activity, including integration planning and the harmonization of people practices across newly acquired businesses.

This is a high-impact, global role suited to an HRBP who is equally comfortable rolling up their sleeves on complex employee relations matters and advising senior leadership on org strategy in a fast-paced, acquisitive environment.

Key Responsibilities

Serve as a strategic HR partner to leaders across multiple business units and legal entities, advising on org design, workforce planning, and talent strategy.

Lead complex employee relations matters end-to-end- investigations, performance concerns, conflict resolution, and separations; ensuring consistent, compliant, and fair outcomes across jurisdictions (US, Canada, UK, and New Zealand).

Own the performance management lifecycle: goal-setting, mid-year and annual reviews, calibration, performance improvement plans, and coaching managers on effective feedback and documentation.

Advise managers and leaders on employment practices and compliance considerations across multiple countries, partnering with legal counsel and external advisors as needed.

Build and scale HR programs (engagement, retention, workforce planning) that flex across entities of different size, maturity, and culture.

Analyze people metrics- turnover, engagement, performance distribution- to identify trends and recommend proactive interventions.

Partner with Total Rewards and Payroll to help ensure compensation structures and benefits remain competitive and compliant across regions.

Coach and develop people managers on leadership skills, feedback delivery, and change management.

Act as a culture champion, supporting the integration of acquired teams and reinforcing Cordance's values across a distributed, multi-entity organization.

Lead or support cross-entity HR projects and initiatives, ensuring consistent execution of people strategy at scale.

Competencies

Employee Relations Expertise: Navigates complex ER issues with sound judgment, empathy, and awareness of employment practices across multiple jurisdictions.

Performance Management Leadership: Drives a strong performance culture through effective goal-setting, feedback, calibration, and manager coaching.

M&A & Integration Acumen: Comfortable operating in ambiguity during post-close integration, harmonizing people practices across newly combined organizations.

Multi-Entity, Global HR Fluency: Understands the nuances of supporting HR across multiple legal entities and countries (US, Canada, UK, NZ), balancing local nuance with global consistency.

Strategic Business Partnership: Builds credibility with senior leaders as a trusted advisor, balancing empathy for employees with sound business judgment.

Data-Driven Decision Making: Uses people analytics to identify trends, risks, and opportunities that inform HR strategy.