The role will serve as a consultant to leadership and management and Hubbers on HR-related issues. You will work directly with managers and employees to provide consulting, coaching and support. You’ll work very closely with managers to provide guidance, implement various company-wide programs, and implement team-specific initiatives based on feedback and needs. We work with integrity and openness in supporting both managers and Hubbers with the goal of team members feeling comfortable coming to us for counsel, support, and ideas at any time.


HR Consulting and Solutions

  • Work closely with managers and employees and designated business leaders as an expert on human resources issues, as a coach and to influence talent planning and outcomes
  • Work closely with functional leaders and managers on team development and capabilities
  • Plan and execute talent initiatives, such as management development, D&I strategy, job eliminations, talent management and learning in partnership with HRBPs and other COE’s.
  • Identify and surface opportunities to advance the effectiveness of our teams and work across functions, and work with leaders to develop initiatives and programs to improve effectiveness
  • Support Talent Rhythm of the Business across client groups. In collaboration with our [email protected] lead, plan and deliver our annual processes (Reflections, Rewards, Promotions, etc.) facilitate leadership discussions related to talent (impact, benchmarking, promotions, etc.)
  • Operate as a member of the HR team, working in collaboration across centers of excellence, including HR operations, compensation, benefits, talent acquisition, talent development and diversity & inclusion to enable business priorities.
  • Collaborate with HR Operations to provide high quality HR services and deploy company-wide people-oriented programs including promotions, retention (dive and saves), onboarding, offboarding, performance management, and rewards programs
  • Partner with the Talent Development team to help identify and provide specific skill advancement opportunities and support implementation of initiatives
  • Help interpret people analytics data and internal trends for each function that is supported to inform business strategy and proactively identify issues
  • Supports the design and implementation of HR projects and programs (e.g., critical positions retention, mid-year performance checkpoint) based on the unique needs of a division, region, or geography.

Employee Relations and Performance Management

  • Partner and support managers on performance management concerns from the onset to conclusion
  • Leads the diagnostics and resolution of issues with increasing complexity and risk related to policy or culture concerns/violations by collaborating with managers/peers in Human Resources and Legal as appropriate; recommends solutions to address issues based on established principles and culture, while prioritizing employee experiences to maintain a safe and professional work environment.
  • Assists with employee investigations with Workplace Investigation Team (as necessary) in investigations of serious cases and implements appropriate remediation in conjunction with a business, region, or geography. May lead the investigations for a business, region, or geography where resources are limited. Ensures appropriate documentation of issues is in place.
  • Identifies, raises, or escalates issues for trends in employee relations; works with their team to implement solutions to reduce employee relations issues for a business, region, or geography by collaborating with HRBPs and business partners (i.e., managers and employees).
  • Identifies opportunities to localize/update policies and procedures related to managed Human Resources projects and programs; provides input and solutions to team lead and partners with critical stakeholders, as appropriate.

Queue Management

  • In partnership with peer disciplines (e.g., Human Resources Operations), manages tickets coming through Zendesk; ensures appropriate documentation by adhering to GitHub and HR policies; shares feedback/suggestions with HR Operations regarding the use and continued improvement of the tools.

Minimum Qualifications:

  • 6 + years of HR or related business experience and multi-discipline experiences a plus
  • Business acumen and understanding of data and metrics across the organization
  • Background with organizations that are technical and of global business communities
  • Strong change management skills, coaching, organizational assessment of talent skills  required

Preferred Qualifications:

  •  Employee Relations experience.
  • Demonstrated success in problem-solving and the ability to be agile through change
  • Experience using slack, workday and G-suite

Minimum salary of $73,500 to maximum $195,000.

These pay ranges are intended to cover roles based across the United States. An individual’s base pay depends on various factors including geographical location and review of experience, knowledge, skills, abilities of the applicant. At GitHub certain roles are eligible for benefits and additional rewards, including annual bonus and stock. These rewards are allocated based on individual impact in role. In addition, certain roles also have the opportunity to earn sales incentives based on revenue or utilization, depending on the terms of the plan and the employee’s role.

Location: In this role, you can work remotely from anywhere in the United States or onsite in one of GitHub’s U.S. offices (San Francisco, Bellevue, Raleigh).