Senior Talent and Culture Partner

Responsibilities

• Own the design, delivery, and continuous improvement of Billtrust’s learning and development programs, including onboarding, manager effectiveness, skills-based learning pathways, and leadership readiness initiatives across all levels and geographies.
• Evaluate onboarding effectiveness using data and employee feedback, iterating on program design to improve time-to-productivity and early employee experience metrics.
• Leverage AI authoring tools and co-worker agents to accelerate content development, personalize learning pathways, and scale program delivery without proportional headcount growth, using the Dayforce LMS and Linked In Learning as core platforms.
• Partner with HRBPs and functional leaders to assess capability gaps, prioritize development investments, and translate business needs into scalable learning solutions.
• Lead the strategy and operational execution of Billtrust’s performance review cycles, ensuring processes are equitable, efficient, and tied to meaningful development outcomes, including succession planning, high-potential identification, and individual development planning.
• Design and manage employee survey programs (engagement, onboarding, exit), synthesizing results with AI-assisted analytics to surface actionable insights for HR leadership and business partners.
• Build and maintain the tools, resources, and manager enablement content that support consistent, high-quality talent conversations, using AI to streamline documentation, calibration prep, and program communications.
• Own Billtrust’s internal employee recognition platform end-to-end, managing the roadmap, adoption strategy, program design, and measurement of impact on engagement and culture health.
• Champion and operationalize Billtrust’s values and culture initiatives, including global recognition programs, values activation campaigns, and connection-building experiences that reflect Billtrust’s identity across a distributed, multi-country workforce.
• Manage the full program lifecycle for People initiatives, from scoping and stakeholder alignment through execution, communication, and retrospective, ensuring on-time delivery and measurable outcomes.
• Build and maintain a People programs calendar, coordinating across HR, Internal Comms, and business stakeholders to ensure initiatives land with clarity and at the right moments in the employee experience.

Requirements

• 6+ years of progressive experience in talent development, talent management, people programs, or a related HR discipline, with a track record of owning and delivering programs end-to-end.
• Demonstrated experience owning and operating end-to-end people programs including at least two of: onboarding, performance management, L&D, employee engagement surveys, or recognition platforms.
• Demonstrated ability to build AI into personal and team workflows, including using AI tools to accelerate content development, communications, program design, and analytics.
• Strong program and project management skills, including the ability to manage multiple workstreams simultaneously, communicate progress clearly, and deliver on time in a fast-paced environment.
• Experience designing and facilitating learning programs for a distributed, global workforce, with sensitivity to cultural differences and multi-country program delivery.
• Strong data orientation, including the ability to analyze program metrics, translate insights into recommendations, and communicate impact to People leadership and business stakeholders.
• Excellent written and verbal communication skills, with the ability to craft compelling program narratives, manager enablement materials, and executive-ready presentations.
• Preferred: Experience managing an employee recognition or rewards platform (e. g., Awardco, Workhuman, Bonusly, or similar), including adoption campaigns and program governance.
• Familiarity with AI-powered survey and sentiment tools (e. g., Glint, Qualtrics, Culture Amp) and experience translating employee listening data into leadership-ready insights.
• Experience working in a PE-backed, high-growth, or technology company with a lean People team, where building from scratch and operating with ambiguity are the norm.
• Familiarity with HRIS and LMS platforms, particularly Dayforce, and experience using system data to measure program effectiveness and participation.
• Coaching certification, instructional design background, or experience with psychometric and assessment tools such as Insights Discovery or similar frameworks.
• Experience building or contributing to AI-powered HR tools or automations, including using generative AI to create program content, manager guides, or employee communications at scale.
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