About the position At PowerSchool, we are a dedicated team of innovators guided by our shared purpose of powering personalized education for students around the world. From the central office to the classroom to the home, PowerSchool supports the entire educational ecosystem as the global leader of cloud-based software for K-12 education. Our employees make it all possible, and a career with us means you’re joining a successful team committed to engaging, empowering, and improving the K-12 education experience everywhere. Team Overview Our People Experience (PX) team leads PowerSchool’s human-resources function, equipping and encouraging PowerSchoolers to reach their potential while driving business results. The PX team manages the organization’s global workforce infrastructure; supports the overall employee experience; and attracts, develops, and retains talent.

Responsibilities

PX Business Partners help align the organization’s people strategy with our overall business strategy. They partner with senior leadership through specialized knowledge that helps create policies and programs in line with our goals and objectives. The Senior People Experience Business Partner supports designated business groups by executing people processes, resolving moderately complex employee inquiries, and contributing to people‑focused initiatives. This individual collaborates closely with senior PXBPs, COE partners, and business leaders to ensure a consistent, positive employee experience across the employee lifecycle.

Responsibilities

• People Process Execution
• Independently execute key people processes (onboarding, job changes, offboarding, performance cycles, engagement surveys).
• Identify issues or gaps in process execution and recommend improvements to senior PXBPs.
• Assist with workforce planning or headcount reporting by gathering and validating data.
• Employee Experience & Engagement
• Serve as a first‑line resource for employees and managers on common questions (policies, processes, tools).
• Support engagement, culture, and inclusion initiatives by coordinating events, drafting communications, and tracking participation.
• Highlight trends or recurring issues to senior PXBPs.
• Change Support & Coordination
• Support rollout of PX‑led change initiatives by coordinating communications, FAQs, training logistics, and feedback collection.
• Provide input on employee impact and adoption challenges observed within supported groups.
• Talent Development Enablement
• Support in coordinate learning programs, track attendance, and monitor progress.
• Coach employees and managers on available development tools and resources.
• Support succession and talent discussions by preparing materials and gathering relevant data.
• Performance & Culture Enablement
• Guide managers through performance management timelines, reminders, and tool usage.
• Help ensure performance expectations and company values are consistently reinforced through communications and local enablement.
• Identify and escalate potential performance or culture concerns.
• Data & Analytics
• Run reports and analyze basic people data to identify trends (turnover, talent movements, headcount, engagement).
• Maintain accuracy and integrity of HRIS data while escalating system issues appropriately.
• Present simple insights to PXBPs or business leaders with guidance.
• Employee Relations Intake & Support
• Manage documentation and track ER case activity; escalate cases requiring investigation.
• Provide managers with guidance on policy interpretation for routine matters.
• Support senior PXBPs in gathering information for ER situations and follow-up actions.
• Cross‑Functional Coordination
• Partner with COEs (Talent Acquisition, Total Rewards, PX Ops, PX Tech, L&D) to align on deliverables and ensure timely execution of people processes.
• Act as a connector between COEs and the business, assisting with data, communications, and follow‑through.
• Business Understanding & Context
• Develop an understanding of business unit structure, workflow, and priorities.
• Apply business context when answering questions or supporting leaders.
• Identify trends within the supported groups and surface these to senior PXBPs.

Requirements

• Minimum of 5+ years of relevant and related work experience.
• Bachelor’s degree or equivalent, or equivalent years of relevant work experience.
• Travel occasionally, up to 5-10%, for key moments such as team summits, training, conferences, etc., with increased frequency during peak periods based on business demands.
• Additional experience may be substitute for an advanced Degree.
• Solid understanding of key HR processes (talent development, onboarding, employee relations basics, performance management).
• Ability to navigate HR tools and systems; experience running and analyzing standard reports.
• Working knowledge of employment laws and regional compliance practices.
• Strong communication, empathy, and relationship‑building skills.
• Ability to provide guidance to managers on routine matters with growing confidence.
• Comfortable handling ambiguous situations with direction from senior PX partners.
• Curious and eager to grow toward more strategic PX partnership.
• Detail‑oriented, reliable, and proactive in identifying and addressing issues.
• Values collaboration, continuous improvement, and operational excellence.

Benefits

• Comprehensive Insurance Coverage (including Medical, Dental, Vision, Pharmacy benefits, Life Insurance and AD&D)
• Flexible Spending Accounts and Health Savings Accounts
• Short-Term Disability and Long-Term Disability
• Comprehensive 401(k) plan
• Generous Parental Leave
• Unrestricted paid time off (known as Discretionary Time Off - DTO)
• Wellness Program, including ClassPass & Employee Assistance Program
• Tuition Reimbursement
• Optional Benefits: Pet Insurance, Identity Theft Protection, Student Debt Repayment Program and Prepaid Legal coverage