Senior PBP, Finance

Skills this job asks for

About the role

At Lyft, our purpose is to serve and connect. We aim to achieve this by cultivating a work environment where all team members belong and have the opportunity to thrive. As Senior People Business Partner for Finance, you'll be the strategic people partner to Finance leadership. Lyft's Finance organization spans FP&A, accounting, tax, treasury, investor relations, procurement, and increasingly operates across multiple countries and legal entities as Lyft grows internationally. You'll help shape how the organization is structured, how it plans its workforce, how it builds and keeps its talent, and how it adapts as the business changes. You'll be a trusted, candid advisor to our CFO and Finance leadership team, someone who understands the numbers as well as the people, and who is confident enough to push back when the plan doesn't add up. You'll report into People Business Partner leadership and work closely with Total Rewards, Talent Acquisition, Employee Relations, Team Member Experience and Legal. This role carries significant scope and autonomy, and suits someone who can operate at executive level while still getting into the details when it matters. Responsibilities: Advising Finance leadership, up to the executive level, on the people implications of business decisions, bringing a clear point of view rather than a list of options. Leading organizational design across Finance: spans and layers, team structures, role clarity and the reorganizations that come with growth, integration and change. Owning workforce planning and talent strategy for the Finance organisation: headcount, skills, location strategy and the trade-offs between them; talent reviews, succession planning, leadership development, and retention of critical people, including across newly integrated international teams. Guiding leaders through complex change, including restructures and M&A integration, with a clear plan, well-prepared managers and honest communication. Shaping compensation and performance decisions through the annual cycle, making sure outcomes are fair, well-reasoned and defensible. Coaching senior leaders on their leadership, their teams and the conversations they'd rather avoid. Using people data and insight to show leaders what's really happening in their organization and what to do about it. Handling sensitive and high-risk matters with discretion and judgement, partnering with Employee Relations and Legal as needed. Experience: 10+ years of progressive HR experience, including substantial time as a senior HR business partner supporting director, VP and executive-level leaders. A track record of leading organizational design and change at scale, with measurable results you can point to. Proven ability to influence senior stakeholders, including when you're delivering a message they don't want to hear. Sound judgement on complex employee relations and high-risk people matters. Strong business and financial acumen. You're comfortable in a budget conversation and...

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