Senior Talent and Culture Partner

About the Role: 

The Senior Talent and Culture Partner is a pivotal role responsible for shaping how Billtrust employees grow, connect, and thrive. You will leverage AI tools and co-worker agents to design and scale programs across talent development, talent management, culture, and employee recognition, focusing your expertise on the human judgment, strategic design, and organizational insight that no tool can replace. Reporting to the Sr. Director, Global HR, you will operate as a senior individual contributor with broad ownership and high visibility across the People function.

This role is uniquely broad: you will own the full employee lifecycle experience from onboarding effectiveness through performance and development, while also stewarding Billtrust’s culture and recognition programs. You are equally comfortable building strategy decks and rolling up your sleeves to execute, and you bring the experience and credibility to move between both modes seamlessly. This role operates globally across Billtrust’s eight-country footprint and is the right fit for someone who wants to leave a meaningful imprint on how a high-growth fintech company invests in its people.

What You'll Do:

Talent Development & Learning

• 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 LinkedIn 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.
• Other duties as assigned.

Talent Management & Performance

• 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.
• Partner with HRBPs and business leaders to connect talent management data to workforce planning, succession, and development prioritization decisions, bringing a point of view to leadership conversations about workforce health and capability.

Culture & Employee Recognition

• 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.
• Use survey data, recognition platform analytics, and AI-assisted sentiment tools to monitor culture health and proactively identify opportunities to strengthen employee connection and retention.

Program Management & Operational Excellence

• 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.
• Build scalable program infrastructure, templates, and playbooks that enable the People team to execute consistently and efficiently, integrating AI-powered workflows to reduce manual effort and improve program quality.
• Define and track program metrics, presenting progress and outcomes to People leadership and cross-functional stakeholders in a clear, data-informed narrative that connects people programs to business results.

What You'll Bring: 

Required Skills:

• 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 Skills:

• 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.