Pie's mission is to empower small businesses to thrive by making commercial insurance affordable and as easy as pie. We leverage technology to transform how small businesses buy and experience commercial insurance. Like our small business customers, we are a diverse team of builders, dreamers, and entrepreneurs who are driven by core values and operating principles that guide every decision we make.

At Pie, our “employees” are team members, and we call ourselves Pie-oneers. The Principal People Partner ensures the successful contribution of our Pie-oneers by driving people and organizational strategies that enable and empower our leaders to lead their teams to achieve their highest-impact goals and drive success across the business. As Pie’s People team evolves, we are seeking two highly strategic yet execution-focused Principal People Partners to serve as a trusted advisor to senior leaders, driving people and organizational strategies that enable our leaders and teams to achieve their highest-impact goals and drive business success.

These highly collaborative roles partner with executive leadership to design and implement talent strategies, foster high-performing teams, and build a culture of performance, agility and integrative thinking. The Principal People Partner role reports directly to the Chief People Officer and works cross-functionally across the PTE team and senior managers (primarily Director+), including the CEO and Pie’s Senior Leadership Team (SLT). As a senior level individual contributor, the Principal People Partner brings considerable leadership influence and is responsible for aligning people strategy with business objectives, leading change management, and providing expert consultation on all aspects of the team member lifecycle.

How You’ll Do It Strategic Business Partnership Lead senior management in translating business strategy into a talent strategy that embeds and reinforces our culture and drives success across our business Align people strategies with business objectives, partnering with leaders to understand their goals and provide guidance on organizational design and development, all aspects of talent management, workforce planning and management, performance development, total rewards, and experience and benchmarking across the team member lifecycle. Serve as a strategic consultant to leaders, analyzing trends and metrics to identify gaps and patterns and develop solutions, programs, and policies that drive the best business outcomes. Change Management Lead and support organizational change initiatives, including org design, leadership transitions, reporting structure changes, and People & Talent programs.

Guide leaders and teams through periods of transformation, developing comprehensive change management and communication plans in order to maximize change adoption and minimize risk and negative impact to the business and organization. Service, Compliance and Risk Mitigation Advise people leaders on matters related to team member relations, performance management, and conflict resolution. Identify, manage, and mitigate risk through deep knowledge of employment laws, regulations, and best practices.

Requirements

related to day-to-day and strategic management of team members, reducing legal risks and ensuring regulatory compliance. Manage and resolve common-to-complex team member relations issues. Lead and support team member relations investigations.

Support and develop, as the subject matter expert, organizational policy changes and collaborate on cascading communication strategies. Talent Development & Performance Enablement Partner with leaders to build and sustain high-performing, outcome-oriented teams where success is recognized and valued. Identify opportunities to enhance knowledge and develop skills; collaborate with enablement resources to create and implement training programs.