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Salary: USD 130,000 - 145,000 / annual
Mammoth Brands is a modern CPG company behind category-leading brands including Harry's, Flamingo, Lume, Mando, and Coterie. The company is on a mission to create things people like more and solve unmet needs. Harry's, the #2 shave brand globally, has helped connect over 2 million men to quality mental health resources.
The People Team at Mammoth Brands supports the organization so everyone can do great work, grow, and build an innovative business together. This role sits on the Mammoth Care People Business Partner team, supporting the company's largest business unit—a matrixed, fast-moving organization spanning brand, sales channels, product, and supply chain.
As a Senior People Business Partner, you will be a strategic partner to Mammoth Care senior leaders and their organizations. You'll operate with real autonomy and judgment, shape decisions rather than execute them, and know when a call is complex enough to escalate to your manager. You'll be trusted to read the business, see what it means for people, and communicate what needs saying.
Key responsibilities include:
**Strategic Thought Partnership:** Be the people's voice in rooms where business decisions get made. Partner with senior leaders to connect business strategy to talent, team, and organizational priorities. Support frontline managers in hiring, onboarding, performance conversations, and team health. Bring recommendations with tradeoffs already framed and anticipate people implications of business decisions before they become problems. Deploy and project-manage company-wide people processes into the Mammoth Care business unit, including annual performance reviews, talent planning, promotions, and engagement surveys. Partner on talent and succession planning for your client groups.
**Coaching & Guidance:** Make good leaders even better. Coach and guide managers and leaders on performance, team health, feedback, and career pathing, including difficult conversations. Own complicated people moments end-to-end: investigations, mediations, performance management, and exits, with strong judgment, clean documentation, and empathy. Make calls when the answer isn't obvious.
**Org Design & Workforce Planning:** Build organizations that scale. Own org design, role scoping, leveling, and workforce planning for your client groups, bringing data and a point of view. Roll up your sleeves on long-term and workforce planning, building models, pressure-testing assumptions, and turning numbers into actionable org and talent decisions. Partner with leaders through restructures, transitions, and headcount tradeoffs. Guide change with clear communication so people understand the "why" behind the "what."
**Engagement, Retention & Talent:** Keep great people and help them grow. Turn engagement survey data into action plans that get followed through. Partner with leaders on retention strategy for critical talent, including internal mobility, leveling, and compensation decisions. Analyze people data to spot trends and bring forward both diagnosis and recommended action. Use data and AI to work smarter, building tools, automations, and insights that make people processes faster and give leaders clearer organizational visibility. Contribute to culture and help raise the talent bar.
You'll report to the Director, People Business Partners and work closely with fellow PBPs, Recruiting, People Ops, L&D, DEI, and Legal.
Mammoth Brands' working model is in-office Tuesday, Wednesday, and Thursday at their 70,000 square foot SoHo office, which features bagels on Wednesdays, lunch on Thursdays, fully stocked kitchens, and free products.
**Requirements:**
- 5+ years of experience in HR business partnering or a similar strategic people role
- Ideally supporting senior leaders through growth and change
- Experience in CPG, retail, or matrixed environments is a plus but not required
- Comfortable with ambiguity and able to hold competing truths while making decisions with conviction
- Strong coaching ability, especially with VPs and executives; direct and kind communication
- Business savvy with ability to understand strategy and translate it into people architecture
- Data and tech fluency; comfortable with spreadsheets, headcount/workforce data, and AI experimentation
- Resilience through change; ability to help others reset
- Curiosity and willingness to learn; ability to turn learning into better processes
- Ability to take work seriously without taking yourself too seriously
