# Sr Human Resources Business Partner at Taboola

> United States · Senior · Other · open. Source: https://alderhq.app/jobs/greenhouse%3Ataboola%3A7983146 (read 2026-11-08).

## Facts (observed)

- Company: [Taboola](https://alderhq.app/companies/taboola)
- Location text: New York City (NYC), New York, United States; New York City (NYC), New York, United States
- Where it can be done from (inferred): United States (evidence: "Location: New York City (NYC), New York, United States; New York City (NYC), New York, Uni")
- Posted: 2026-06-04 (157 days ago)
- First seen by alder: 2026-11-07 · last verified: 2026-11-07
- Reposted: 0 times · edited: 0 times
- Apply on the employer's site: https://www.taboola.com/careers/job/7983146?gh_jid=7983146
- Skills listed (inferred): LLMs

## Pay and sponsorship

- Posted pay: $140k–$152k per year (from the listing's pay field)
- Market band for similar posted roles (New York, n 474): p25 $108k, median $138k, p75 $172k

## Description (the employer's text)

Realize your potential by joining the leading performance-driven advertising company and a proud Great Place to Work® Certified employer in the United States.

As a Senior Human Resources Business Partner on the Global People Operations team in our New York City office, you will align with several business units across the globe to give our employees and leaders the tools and knowledge necessary for them to succeed at Taboola.

We’re looking for an experienced HR Business Partner to support select departments within our Global Sales & Partnerships organization. This role is strategic and hands-on—you’ll influence decisions early with business insight, help shape team effectiveness, and drive organizational capability. You’ll stay close to employees and managers, address issues proactively, guide leaders through complex situations, and build the HR practices and structures the organization needs to grow.

We aren't looking for a traditional HRBP. We want a partner who views AI and automation as the ultimate leverage for HR. You don’t need to be a data scientist, but you should be someone who reads about LLMs, experiments with productivity tools, and dreams of an HR department where technology handles the routine so people can handle the exceptional!

### To thrive in this role, you’ll need

- 5+ years of experience of HR experience, with at 3 years in an HRBP role.
- At least 1 year of experience partnering directly with Sales or GTM teams in a global organization.
- Strong background supporting heavily complex, matrixed organizations.
- A data-driven mindset with proven experience using metrics to provide insights, inform decisions, and drive change.
- Commercial mindset, with the ability to link people strategy directly to business needs.
- Proven experience advising and constructively challenging leaders on organizational design, workforce planning, and leadership development.
- Experience building trust with leaders and employees at all levels, using expert communication, coaching, influencing, and stakeholder management skills.
- Ability to work effectively in ambiguity, while being hands-on, practical, and willing to build as you go with patience and persistence.
- Track record of navigating complex employee relations situations with sound judgement and professionalism.
- Curiosity about emerging workforce trends, including AI’s impact on roles and skills
- Focus on creating an environment where employees feel supported, valued, and able to do their best work.
### How you’ll make an impact

- Serve as a strategic HR partner to leaders across selected global GTM groups, advising on people, talent, and organizational matters to support strong business decisions.
- Partner with managers to assess, manage, and improve employee performance, supporting them through complex people situations including reorganizations and employee relations matters.
- Provide managers with coaching, training, and resources to strengthen leadership capability and support effective team management.
- Stay close to employees and team dynamics, proactively identifying engagement risks, attrition concerns, or capability gaps. Act as a trusted advisor and mediator when needed, supporting informal or formal resolution of employee concerns.
- Use people data and metrics to identify trends, track HR impact, and provide clear, actionable recommendations to business leaders.
- Forecast current and future talent needs, helping develop strategies to attract, retain, and grow talent.
- Educate employees and managers on HR policies, processes, and employment practices to ensure clarity, consistency, and compliance.
- Monitor external trends, including labor market dynamics, competitor activity, and emerging technologies, to inform people and organization plans.
- Partner closely with regional HR leaders to ensure strong local HR support for the key global teams you support.
- Drive efficiency and process improvements through generative AI and automation.
- Reinforce a culture of trust, accountability, connection, and high performance across teams.

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Data: alder (https://alderhq.app). Cite https://alderhq.app/jobs/greenhouse%3Ataboola%3A7983146 and the date you read it. Observed facts come from the employer's own listing; location reach, level, family and skills are inferences.