Senior People Partner - US

perk · Chicago

seniorfull timehybrid
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Role at a Glance

A senior-level HR business partner seat inside Perk, a fast-scaling SaaS platform. You'll own the people strategy across North American revenue and supplier-partnership functions, manage one direct-report People Partner, and report to the Strategic People Partner for Revenue. Salary: $135,000–$160,000 plus equity. Location: Chicago hub, three days per week in-office.

What This Role Is Actually About

Perk is scaling fast across North America — integrating new products, entering fresh markets, and building out a unified platform that removes the administrative drag from corporate travel and expense management. The company needs senior HR capability that operates like a genuine business partner, not a support function. In this role you'll sit alongside VP-level revenue leaders to translate business objectives into org structures, leadership capability, and cultural health. Expect ambiguity, fast pivots, and a mandate to make people strategy indistinguishable from business strategy.

About Perk

Perk — formerly TravelPerk — automates the full corporate travel and expense lifecycle: booking, invoicing, and spend reconciliation in a single platform. More than 10,000 businesses worldwide rely on it, and the company's stated mission is to recover the roughly seven hours of administrative time each employee loses every week to shadow work. With over 1,800 employees across twelve global offices — headquartered in London and Boston — and talent drawn from more than 70 countries, Perk operates at meaningful scale. The Chicago office is an established North American hub and the home base for this role.

What You'll Do

  • Act as a strategic advisor to VP-level leaders across Revenue, Supplier Partnerships, and AmTrav — converting business priorities into people decisions, org structures, and leadership development plans
  • Manage, coach, and grow a direct-report People Partner, setting their priorities and enabling effective HR partnership across multiple North American functions
  • Co-create performance and accountability frameworks with senior leaders, establishing clear expectations at every stage of the employee lifecycle
  • Collaborate with Compensation, People Operations, and Revenue Operations to keep role scopes and pay frameworks aligned to evolving business objectives
  • Partner with leaders to actively shape and improve team employee experience — listening carefully, acting on feedback, and sustaining a high-performance culture
  • Guide leadership teams through periods of rapid organizational change with structure, empathy, and continuity of purpose for employees in transition
  • Apply people analytics — covering engagement, attrition, absence, and performance — to form and test hypotheses, identify issues early, and measure the impact of HR interventions
  • Deliver cross-functional HR projects with a direct line of sight to business priorities and measurable outcomes

Must-Have Qualifications

  • Hands-on background as a Senior People Partner specifically supporting Sales, Revenue, or emerging-product functions inside a high-growth technology company
  • Demonstrated track record of influencing and building relationships with VP- and C-suite-level stakeholders across complex organizations
  • Proven experience operating across multiple markets within a centralized business — North America experience is required
  • Deep, applied knowledge of organizational design, high-performance culture, leadership development, and change management
  • Strong coaching capability with sound judgment on when to challenge a leader versus when to provide support
  • Commercial mindset: data-driven, impact-focused, and able to balance business outcomes with employee experience simultaneously
  • Experience enabling leaders through structured approaches including skills gap analysis, training design, delivery, and program measurement

Advantageous Background

  • Experience supporting new product launches or market-entry initiatives within a tech or SaaS company
  • HR exposure across multiple continents beyond North America, particularly within centralized global operating models
  • Comfort using AI-enabled tools in day-to-day workflows, with the judgment to know when to rely on AI output and when to apply independent expertise

Skills Snapshot: Required vs. Nice-to-Have

Must-have skills anchor in core HRBP craft: VP-level stakeholder influence, organizational design, change management, and performance-culture building — applied specifically to commercial (Sales/Revenue) functions. Data fluency is explicitly required, not aspirational; you will be expected to diagnose challenges and measure outcomes using people analytics. Leadership-development capability — including skills gap analysis, training design, and program measurement — is a stated requirement, not a differentiator. Nice-to-have territory covers broader global exposure beyond North America, experience with product launches, and comfort working with AI-assisted tooling.

Salary & Compensation Details

Base salary ranges from $135,000 to $160,000 per year, with the final figure reflecting qualifications and experience. The role also includes equity ownership in Perk in the form of stock options; the specific grant size and vesting schedule are not detailed in the posting. The broader package includes a 401(k) with company matching, a choice of three medical plans (including an HSA-eligible HDHP option with company contributions), dental, vision, Wellhub gym access, and life and disability coverage — all effective from day one. Salary is not stated as negotiable; candidates should expect offers to fall within the $135K–$160K band.

Benefits

  • Equity ownership in Perk via stock options
  • 20 vacation days plus 12 public holidays per year
  • Three medical plan options with company contributions; HSA available when selecting the HDHP plan
  • Dental, vision, and Wellhub gym subscription active from your start date
  • Life and disability insurance from day one, with optional voluntary buy-up plans
  • 401(k) with company matching contributions
  • Partner discounts on pet insurance
  • Spring Health access: 12 therapy sessions and 12 coaching sessions per year for you and qualifying family members
  • 12 to 16 weeks of fully paid parental leave
  • Up to 20 Work from Anywhere days per year
  • 16 paid volunteer hours annually
  • Annual company events including a summer party
  • Four-week fully paid sabbatical upon reaching five years of tenure
  • Relocation support for candidates moving to the Chicago hub

Location & How You'll Work

This role is based in Chicago and follows a hybrid schedule — three days per week in the office is the standard expectation. Relocation support is available for candidates moving to the Chicago hub. The role also provides up to 20 Work from Anywhere days annually, adding genuine geographic flexibility alongside the regular in-office requirement. Visa sponsorship is not mentioned in the job posting; candidates requiring authorization should confirm eligibility directly with Perk before applying.

Frequently asked questions

Does this role include managing other HR professionals?

Yes. One People Partner reports directly into this role. You will be responsible for setting their priorities, coaching their development, and enabling them to effectively support teams across multiple North American functions.

What is the total compensation for this position?

The posted base salary range is $135,000 to $160,000 per year, with the final amount reflecting qualifications and experience. The role also includes equity ownership in Perk through stock options, though grant size and vesting specifics are not detailed in the job posting.

Which teams and leaders will this People Partner work with?

The role partners directly with VP-level leaders across three North American functions: Sales (NAM), Supplier Partnerships, and AmTrav. You will also collaborate across the broader People Team, including Compensation, People Operations, and Revenue Operations.

Is remote work available, or is full-time office attendance required?

The position is hybrid, with three days per week in the Chicago office as the standard schedule. Separately, employees receive up to 20 Work from Anywhere days per year, providing additional location flexibility beyond the regular routine.

What does success look like in the first year of this role?

The job description defines success as: people analytics (engagement, attrition, absence, performance) remaining healthy; managers and leaders feeling confident and equipped throughout the employee lifecycle; people strategy embedded in day-to-day business decisions rather than operating as a separate HR function; and cross-functional HR projects delivered with clear, measurable business impact.

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