About this role
About Checkr Checkr is building the data platform to power safe and fair decisions. Over 140,000 companies and millions of people rely on Checkr for AI verification in the moments that matter most: getting a new job, a new place to live, a car ride, childcare, even a date. Customers include Uber, Pennymac, Airbnb, Doordash, Amazon, and Anthropic.
We’re a team that thrives on solving complex problems with innovative solutions that advance our mission. Checkr is recognized on Forbes Cloud 100 2025 List and is a Y Combinator 2024 Breakthrough Company .
About the Role/Team:
We are seeking a Senior HR Business Partner to serve as a strategic partner to our Legal, People, and Finance (G&A) leadership teams. In this role, you will act as a trusted advisor to senior leaders and managers, shaping org design, talent strategy, and culture initiatives that support the evolving needs of a fast-growing G&A function. You will bring deep HR expertise, sound business judgment, and the ability to navigate ambiguity and influence outcomes at the leadership level.
Checkr highly leverages AI, and we're actively working to embed it into how we work across the People team and the entire business. We're looking for someone who's comfortable championing that shift within their client group, has personally used or built AI-driven solutions to improve HR processes or business outcomes, and is excited to bring that mindset to how Legal, People, and Finance operate. You will bring deep HR expertise, sound business judgment, and the ability to navigate ambiguity and influence outcomes at the leadership level.
This is an opportunity to influence the HR strategy for a critical, cross-functional client group and to be a key voice in how Checkr scales its People, Legal, and Finance organizations.
What You'll Do:
• Serve as a strategic advisor and trusted partner to Legal, People, and Finance leaders, providing counsel on org design, workforce planning, and talent strategy aligned to business priorities.
• Lead complex performance management situations, including coaching senior leaders through performance improvement plans, difficult conversations, and high-risk terminations, partnering closely with Legal as needed.
• Drive organizational change management for restructures, M&A integration, and other org transitions, building plans that minimize disruption and maintain trust.
• Partner with leadership on succession planning, talent calibration, and high-potential development for the G&A client group.
• Use data and people analytics (engagement survey results, attrition trends, calibration data) to identify root causes, advise leaders, and shape proactive interventions — partnering with the People Analytics team on deeper analysis as needed.
• Contribute to enterprise-wide HR programs (e.g., performance cycles, compensation planning, engagement strategy) representing the G&A perspective and lead these programs within the G&A client group.
• C