Everbridge: HR Business Partner/Director
25 Corporate Dr., 4th Fl
Burlington, MA 01803

Employee Testimonials




As a Director level HR Business Partner, you will report to the VP, Human Resources and be a strategic thought partner around all people-related matters. As an experienced and functionally capable professional, you will play a critical role in ensuring the organization drives a tightly aligned, integrated, high performance culture.  The goal of the Business Partner is the development and successful deployment of People programs and policies, ensuring business unit initiative alignment with organizational philosophies. Additionally, the HRBP serves as a consultant to senior leadership in the identification of key people metrics and the development of key people performance targets based on ongoing evaluation of those people metrics. 

Partnering with leaders to identify and address people priorities, you will translate business priorities and objectives into people related goals, participating in business planning and talent management and providing strategic business direction into the business units you support. To be successful in this position, you will feel comfortable alternating between high-level strategy, and day-to-day tactical advice to line managers and employees.  You will collaborate with other HRBPs and the People Team to ensure consistent execution of People programs. 

The Skills & Experience You’ll Bring:

  • BA/BS Degree required; further education and/or certification in HR preferred
  • 10+ years in HR, with deep expertise in all HR functions & current best practices, in a rapidly growing and scaling technology company is ideal
  • You thrive working in a geographically dispersed, highly-matrixed, fluid, fast-paced, results-driven & rapidly changing environment with some ambiguity & are comfortable handling competing priorities
  • Record of career progression that includes people management
  • Customer-focused, organized, collaborative, analytical, flexible, proactive, resourceful, passionate, efficient and accountable
  • Strong consultative aptitude with exceptional interpersonal and influencing skills, ability to think strategically & a natural inclination to develop solutions based on data & translate those into action
  • Adaptability of style and ability to work with people at all levels of the organization
  • Courage to make tough decisions and deliver difficult messages with professionalism, poise and respect

The Value You’ll Deliver:

Employee Engagement

  • Serve as a trusted, credible, sought-after resource for staff, managers and senior leadership, providing sound People advice and judgment on all people related matters
  • Support managers in organizational change and employee relations issues.
  • In partnership with operation leadership, manage the office’s climate to inspire commitment, loyalty, pride, and spirit in the organization, making Everbridge a great place to work
  • Monitor employee engagement through focus groups, stay & exit interviews, and recommend engagement strategies and programs. 
  • Partner with Culturebridge, our internal culture team, to design and implement programs and activities to build community and support Everbridge’s culture.
  • Ensure effective onboarding of new employees to accelerate productivity of new employees.
  • Support internal people communications initiatives driven by the People team
  • Manage and resolve complex employee relations issues by conducting effective, thorough and objective investigations

Total Rewards & People Operations

  • Coach managers in making promotion and pay decisions for all people in assigned business units
  • Manage the annual bonus and merit increase process for assigned units, ensuring internally equitable and externally competitive pay levels for staff
  • Ensure accurate processing of annual and off-cycle pay decisions
  • Assist in the development of comprehensive compensation and benefit programs that are competitive and cost effective
  • Partner with Recruitment staff to analyze market data and make recommendations
  • Execute key People processes in assigned business units to include hiring, terminations, employee changes, and promotions
  • Make recommendations, project manage and implement solutions to streamline or enhance People processes
  • Perform analysis of operational and people metrics to assess effectiveness of programs and practices and report to business unit's leadership team
  • Drive the integration of performance and business management processes to ensure clarity of goals and expectations for business results, align performance with rewards, and drive a culture of accountability for results
  • Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance; partner closely with the legal and finance teams as needed
  • Identify organization redesign opportunities to include structural, operational and span of control opportunities to enhance organizational effectiveness and efficiency. Collaborate with leaders and People team to identify and address opportunities to improve staffing and other operational productivity outcomes.
  • Work closely with immigration attorneys to manage immigration cases including visa applications and extensions.

Talent Management & Development

  • Facilitate and execute talent management initiatives to identify, assess, develop, engage and reward our people
  • Partner with leaders to identify future skills and associated talent needs to deliver business results; and create a plan to address using talent management tools and resources.
  • Develop employees' abilities and capabilities so they can grow and see a long-term future with the company through talent reviews, career pathing, mentoring, training and performance management
  • Lead the performance review process for your business unit and advise and coach business leaders on performance management issues and their business implications
  • Conduct talent reviews, based on deep understanding of business unit's operational goals, key roles, players, current and future needs.
  • Develop an annual workforce plan, identifying current state, future needs, gaps, and plans to fill gaps. Focus on areas of retention risk, high potential talent development needs, and internal/external strengths, weaknesses, opportunities and threats to the achievement of business unit goals.
  • Conduct internal People training as needed

 Global Initiatives

  • Identify and lead global people initiatives that support our strategic business plan objectives, enabling us to lead the industry and grow our people
  • Collaborate with People team colleagues on planning and meeting our annual objectives

Employee Testimonials

Shane Garoutte
GM + VP, Tech Ops at Everbridge

"Tech companies that save lives are rare. A couple weeks ago, we learned that messages sent through Everbridge helped save a child. On the intrinsic value scale, that’s hard to top. That’s what I was looking for, and what many people who come to Everbridge are looking for. I wanted to be able to tell my kids I’m doing something that makes a difference." Read more.

Shaili Kapoor
Software Engineer

"If someone is looking to join Everbridge, I think the most important thing to know is that you need to be a team player and to take initiative. If you want to work somewhere that’s really collaborative, without any office politics, then I think this is the perfect place. People are really approachable. There are no egos getting in the way." Read more.

Ben Potter
Implementation Specialist

"The military is an organization of comradery and brotherhood, and that comes with a lot of accountability. Similarly, at work it’s important to understand your role in the bigger picture and how your success is measured — then you have to hold yourself accountable to that." Read more.

Kerry McDonough
Implementation Specialist

"There’s this positive energy, this excitement, in every room I walk into. Everyone is enthusiastic and generous, not only with each other, but with customers. I’ve worked places where, when people talk with a customer, their main goal is to finish the call. Here, people want to talk with customers. I think it goes along with our work culture. Everyone’s excited to be at a young, rapidly growing company, so everyone really goes above and beyond. People truly care about what they’re doing." Read more.