Lead HR Business Partner
The Role
Quickbase is seeking a Lead HR Business Partner to join our Employee Experience (EX) team, reporting to the Vice President, Talent.
This is not a traditional HRBP role; it is a Talent Architect and Workforce Transformation role — one built for someone who thrives at the intersection of business strategy, organizational design, workforce planning and emerging technology.
As a strategic people partner to leaders across Sales and Quickbase Core Product (QCP), you will help shape how work gets done at Quickbase – not only through talent, but through the evolving relationship between people, AI, automation and technology.
You will partner closely with executive and functional leaders to design scalable organizations, build future-ready talent systems, and develop workforce strategies that align business priorities with long-term capability needs. You will challenge conventional thinking, identify opportunities to improve organizational effectiveness, and help leaders navigate the changing nature of work in an increasingly AI-enabled environment.
The ideal candidate combines strong business acumen with a builder's mindset. You are energized by creating systems where none exist, comfortable operating in ambiguity, and motivated by helping organizations adapt, evolve, and perform at their highest level. You think beyond today's organizational challenges and actively shape what the future workforce should look like.
If you are excited by designing better ways of working, developing high-performing leaders, and helping organizations unlock the full potential of both people and technology, we'd love to meet you.
Key Responsibilities
Strategic Partnership, Workforce Strategy & Talent Architecture
Core Focus — evolving the way in which we design the infrastructure for how talent is acquired, developed, and deployed across Sales and QCP.
• Serve as the embedded people strategist for Sales (GTM) and QCP (Product + CX), partnering directly with senior leaders to design for future business needs rather than current organizational constraints.
• Develop a deep understanding of the business model, revenue mechanics, and customer lifecycle — and use that context to drive sharper, more connected HR decisions.
• Build genuine, high-trust relationship at all levels of the organization, and navigate global complexity across time zones and distributed team structures with agility and consistency.
• Consult with leaders on strategic talent decisions that shape how teams are organized and how work gets distributed — including the evolving role of internal mobility, automation, and AI-augmented workflows.
• Develop and evolve talent architecture, including career frameworks, skill-based workforce planning, leveling methodologies, and internal mobility.
• Partner with leaders to create talent strategies that support both business priorities and talent strategy as how work gets done continues to be reshape.
• Partner with Talent Acquisition on forward looking talent strategies informed by business priorities, market dynamics, and evolving skills requirements.
• Develop and evolve a talent strategy that centers on a skills-based model that enables the organization to identify emerging capabilities and proactively build talent pipelines.
Performance, Talent Rigor & Leadership Effectiveness
• Drive a culture of performance excellence by guiding leaders to make thoughtful and differentiated talent decisions.
• Lead calibration cycles, promotion decisions, and compensation reviews with rigor, consistency and high standards.
• Build leadership capability through coaching, consultation, and practical enablement strengthens judgement, accountability and organizational leadership.
• Champion talent density and organizational effectiveness by ensuring teams are structured, developed, and supported to deliver exceptional results.
• Help leaders navigate the evolving realities as workforces transform to be more AN-enabled teams and aligning and championing where human work creates the greatest impact.
Organizational Effectiveness & Insights
• Leverage talent, engagement, productivity and performance data and trends to identify organizational opportunities and inform talent decisions that improve retention, accountability, and team health across Sales and QCP.
• Partner with business leaders to identify opportunities to improve effectiveness through process redesign, automation, AI adoption, and organizational simplification.
• Lead organizational change efforts related to growth, transformation, restructures, and new ways of working.
• Champion AI within people practices, helping teams increase productivity and decision quality; use of emerging technologies to translate into scalable solutions that improve employee and manager experiences.
• Collaborate across Employee Experience and business teams to deliver a seamless employee experience.
What You Bring
Required
• 7+ years of progressive HRBP experience in a high-growth SaaS or technology environment.
• GTM / Sales HR fluency: experience partnering with revenue-generating teams, understanding sales motions, performance drivers and talent dynamics.
• Demonstrated success in designing and implementing talent programs, frameworks, and processes from the ground up.
• Strong workforce planning and org design capability and change leadership capabilities.
• Proven ability to influence senior leaders and as a trust as a strategic partner on complex business and talent challenges.
• An AI-forward mindset: active curiosity about how AI is reshaping work, HR, and talent — demonstrated application of AI tools and technologies to improve productivity, decision making or organizational effectiveness.
• Strong analytical and problem-solving skills, with the ability to translate data into actionable business insights.
• Track record of driving change management in dynamic, fast-paced environments — including navigating ambiguity with confidence.
• Exceptional communication, facilitation, and leadership coaching capabilities.
Preferred
• Experience supporting global and distributed teams.
• Experience to PLG (product-led growth) business models and/or hybrid GTM environments
• Experience building or scaling people practices in a mid-market SaaS company ($100M–$500M+ ARR).
• Experience leading workforce transformation initiatives involving AI, automation, or significant changes in work design.
• Familiarity with skills-based talent workforce planning and capability frameworks.
At Quickbase, we believe in pay transparency and are committed to equitable pay practices. The compensation range for this role is $99,000- $155,000 per year. The exact compensation offered will be based on experience, skills, and alignment with internal equity. Beyond salary, employees receive bonus/commission eligibility and access to a full benefits package including health insurance, 401k, paid time off, etc.
Quickbase is seeking a Lead HR Business Partner to join our Employee Experience (EX) team, reporting to the Vice President, Talent.
This is not a traditional HRBP role; it is a Talent Architect and Workforce Transformation role — one built for someone who thrives at the intersection of business strategy, organizational design, workforce planning and emerging technology.
As a strategic people partner to leaders across Sales and Quickbase Core Product (QCP), you will help shape how work gets done at Quickbase – not only through talent, but through the evolving relationship between people, AI, automation and technology.
You will partner closely with executive and functional leaders to design scalable organizations, build future-ready talent systems, and develop workforce strategies that align business priorities with long-term capability needs. You will challenge conventional thinking, identify opportunities to improve organizational effectiveness, and help leaders navigate the changing nature of work in an increasingly AI-enabled environment.
The ideal candidate combines strong business acumen with a builder's mindset. You are energized by creating systems where none exist, comfortable operating in ambiguity, and motivated by helping organizations adapt, evolve, and perform at their highest level. You think beyond today's organizational challenges and actively shape what the future workforce should look like.
If you are excited by designing better ways of working, developing high-performing leaders, and helping organizations unlock the full potential of both people and technology, we'd love to meet you.
Key Responsibilities
Strategic Partnership, Workforce Strategy & Talent Architecture
Core Focus — evolving the way in which we design the infrastructure for how talent is acquired, developed, and deployed across Sales and QCP.
• Serve as the embedded people strategist for Sales (GTM) and QCP (Product + CX), partnering directly with senior leaders to design for future business needs rather than current organizational constraints.
• Develop a deep understanding of the business model, revenue mechanics, and customer lifecycle — and use that context to drive sharper, more connected HR decisions.
• Build genuine, high-trust relationship at all levels of the organization, and navigate global complexity across time zones and distributed team structures with agility and consistency.
• Consult with leaders on strategic talent decisions that shape how teams are organized and how work gets distributed — including the evolving role of internal mobility, automation, and AI-augmented workflows.
• Develop and evolve talent architecture, including career frameworks, skill-based workforce planning, leveling methodologies, and internal mobility.
• Partner with leaders to create talent strategies that support both business priorities and talent strategy as how work gets done continues to be reshape.
• Partner with Talent Acquisition on forward looking talent strategies informed by business priorities, market dynamics, and evolving skills requirements.
• Develop and evolve a talent strategy that centers on a skills-based model that enables the organization to identify emerging capabilities and proactively build talent pipelines.
Performance, Talent Rigor & Leadership Effectiveness
• Drive a culture of performance excellence by guiding leaders to make thoughtful and differentiated talent decisions.
• Lead calibration cycles, promotion decisions, and compensation reviews with rigor, consistency and high standards.
• Build leadership capability through coaching, consultation, and practical enablement strengthens judgement, accountability and organizational leadership.
• Champion talent density and organizational effectiveness by ensuring teams are structured, developed, and supported to deliver exceptional results.
• Help leaders navigate the evolving realities as workforces transform to be more AN-enabled teams and aligning and championing where human work creates the greatest impact.
Organizational Effectiveness & Insights
• Leverage talent, engagement, productivity and performance data and trends to identify organizational opportunities and inform talent decisions that improve retention, accountability, and team health across Sales and QCP.
• Partner with business leaders to identify opportunities to improve effectiveness through process redesign, automation, AI adoption, and organizational simplification.
• Lead organizational change efforts related to growth, transformation, restructures, and new ways of working.
• Champion AI within people practices, helping teams increase productivity and decision quality; use of emerging technologies to translate into scalable solutions that improve employee and manager experiences.
• Collaborate across Employee Experience and business teams to deliver a seamless employee experience.
What You Bring
Required
• 7+ years of progressive HRBP experience in a high-growth SaaS or technology environment.
• GTM / Sales HR fluency: experience partnering with revenue-generating teams, understanding sales motions, performance drivers and talent dynamics.
• Demonstrated success in designing and implementing talent programs, frameworks, and processes from the ground up.
• Strong workforce planning and org design capability and change leadership capabilities.
• Proven ability to influence senior leaders and as a trust as a strategic partner on complex business and talent challenges.
• An AI-forward mindset: active curiosity about how AI is reshaping work, HR, and talent — demonstrated application of AI tools and technologies to improve productivity, decision making or organizational effectiveness.
• Strong analytical and problem-solving skills, with the ability to translate data into actionable business insights.
• Track record of driving change management in dynamic, fast-paced environments — including navigating ambiguity with confidence.
• Exceptional communication, facilitation, and leadership coaching capabilities.
Preferred
• Experience supporting global and distributed teams.
• Experience to PLG (product-led growth) business models and/or hybrid GTM environments
• Experience building or scaling people practices in a mid-market SaaS company ($100M–$500M+ ARR).
• Experience leading workforce transformation initiatives involving AI, automation, or significant changes in work design.
• Familiarity with skills-based talent workforce planning and capability frameworks.
At Quickbase, we believe in pay transparency and are committed to equitable pay practices. The compensation range for this role is $99,000- $155,000 per year. The exact compensation offered will be based on experience, skills, and alignment with internal equity. Beyond salary, employees receive bonus/commission eligibility and access to a full benefits package including health insurance, 401k, paid time off, etc.