Principal People Partner

Pie's mission is to empower small businesses to thrive by making commercial insurance affordable and as easy as pie. We leverage technology to transform how small businesses buy and experience commercial insurance.

Like our small business customers, we are a diverse team of builders, dreamers, and entrepreneurs who are driven by core values and operating principles that guide every decision we make.

At Pie, our “employees” are team members, and we call ourselves Pie-oneers. The Principal People Partner ensures the successful contribution of our Pie-oneers by driving people and organizational strategies that enable and empower our leaders to lead their teams to achieve their highest-impact goals and drive success across the business.

As Pie’s People team evolves, we are seeking a highly strategic yet execution-focused Principal People Partners to serve as a trusted advisor to senior leaders, driving people and organizational strategies that enable our leaders and teams to achieve their highest-impact goals and drive business success. These highly collaborative roles partner with executive leadership to design and implement talent strategies, foster high-performing teams, and build a culture of performance, agility and integrative thinking.

The Principal People Partner role reports directly to the Chief People Officer and works cross-functionally across the PTE team and senior managers (primarily Director+), including the CEO and Pie’s Senior Leadership Team (SLT). As a senior level individual contributor, the Principal People Partner brings considerable leadership influence and is responsible for aligning people strategy with business objectives, leading change management, and providing expert consultation on all aspects of the team member lifecycle.

How You’ll Do It

Strategic Business Partnership

Lead senior management in translating business strategy into a talent strategy that embeds and reinforces our culture and drives success across our business

Align people strategies with business objectives, partnering with leaders to understand their goals and provide guidance on organizational design and development, all aspects of talent management, workforce planning and management, performance development, total rewards, and experience and benchmarking across the team member lifecycle.

Serve as a strategic consultant to leaders, analyzing trends and metrics to identify gaps and patterns and develop solutions, programs, and policies that drive the best business outcomes.

Change Management

Lead and support organizational change initiatives, including org design, leadership transitions, reporting structure changes, and People & Talent programs.

Guide leaders and teams through periods of transformation, developing comprehensive change management and communication plans in order to maximize change adoption and minimize risk and negative impact to the business and organization.

Service, Compliance and Risk Mitigation

Advise people leaders on matters related to team member relations, performance management, and conflict resolution.

Identify, manage, and mitigate risk through deep knowledge of employment laws, regulations, and best practices.

Maintain in-depth knowledge of legal requirements related to day-to-day and strategic management of team members, reducing legal risks and ensuring regulatory compliance.

Manage and resolve common-to-complex team member relations issues. Lead and support team member relations investigations.

Support and develop, as the subject matter expert, organizational policy changes and collaborate on cascading communication strategies.

Talent Development & Performance Enablement

Partner with leaders to build and sustain high-performing, outcome-oriented teams where success is recognized and valued.

Identify opportunities to enhance knowledge and develop skills; collaborate with enablement resources to create and implement training programs.

Oversee the performance management process, ensuring it drives development, engagement, and results.

Leverage data, tools, and resources to empower leaders in performance management, team culture, and engagement.

Team Member Experience & Engagement

Collaborate with People Team partners and help to develop and execute team member engagement strategies using systems, tools, and resources.

Partner with leaders and People Partners to interpret engagement data and recommend action plans.

Develop and execute targeted retention initiatives for critical team member groups.

Build relationships with Executive leaders ensuring communication cascades across and down the organization.

Support with Executive and Senior leadership onboarding and offboarding experiences.

Systems, Tools and Experience Management

Demonstrate proficiency in HR systems (Workday, Greenhouse, Culture Amp, Google Suite, Slack), serving as a resource for configuration, user support, and effective adoption.

Leverage technology to enhance program delivery, data analysis, and reporting.

The Right Stuff

Thrives in ambiguous, fast-paced, highly dynamic virtual environments requiring a thoughtful balance between autonomy and a high collaboration.

12+ years of progressive HR experience, related business industry experience, or leading teams with HR-related functions, or a combination of related experience/education.

8+ years in an HR Business Partner/People Partner role or equivalent partnering with multiple executives.

High school diploma or equivalent required; Bachelor’s degree is preferred.

Prior experience supporting one or more of the following functional areas:

Insurance Underwriting, Claims, Customer Service / Support and/or Operations

Sales, Marketing and/or Business Development inclusive of knowledge of incentive plan design

Engineering, Product Development, Technology

Must be proficient with HRIS (Workday preferred) and collaboration tools (Slack, Google Suite)

Experience with Greenhouse and Culture Amp preferred.

Expected Competencies

Ownership : Leads with a one-team, extreme ownership mindset, We Are The They

Critical Thinking: Leverages first principles, integrative thinking, and Pie's Collaboration and Decision-Making Framework (CDMF) for designing the data-driven, maximum win/win solutions, considering all stakeholder needs, impacts and interdependencies . Can pull self up to see forest from the trees.

Growth Mindset: Models growth mindset and accurate self assessment while remaining genuinely open to feedback. Demonstrates humility by learning from diverse sources, creating a culture where admitting gaps and mistakes is productive and safe. Develops resilience strategies for self and work and others within their sphere of influence. Demonstrates grit by persevering through obstacles. Demonstrates flexibility by proactively changing approaches when strategies and tactics aren’t working and adapts readily to changing circumstances.

Collaboration & Influence : Creates needs-based solutions across team boundaries that serve organizational/functional interests first, consistently putting broader org/function needs ahead of team or personal interests . Builds high candor, high trust, high context relationships across all boundaries within the organization, maximizing operational effectiveness, even with competing priorities and resource constraints. Addresses systemic causes of conflict while effectively resolving disagreements. Lead with first team commitment to the function balanced with service to the organization.

Strategy: Develops 6-month to multi-year strategies integrated with functional and organizational objectives. Creates clear strategic narratives that connect their work to functional priorities. Deeply understands operations within their functional domain and understands operations within their business domain. Recognizes how market and industry shifts impact medium term strategy, both functio