Senior Business Partner

Clio is the global leader in legal AI technology, empowering legal professionals and law firms of every size to work smarter, faster, and more securely.

We’re looking for a Senior People Business Partner (PBP) to support Clio’s Go-To-Market (GTM) organization during a period of continued scale, maturity, and transformation. This role is a high-impact, strategic business partnership position for a People leader who thrives in complex, fast-moving environments and brings deep experience supporting revenue-driving teams.

As a Senior PBP, you will act as a trusted advisor, coach, and strategic consultant to senior GTM leaders, helping them scale their teams, develop leaders, navigate change, and drive performance—all while ensuring a strong, inclusive, and compliant employee experience.

You are a senior-level People partner who understands how GTM organizations work—how they scale, where they break, and what leaders need at different stages of growth. You balance strategic thinking with pragmatic execution and bring confidence, judgment, and clarity to ambiguous situations.

You are comfortable operating at the intersection of business strategy, organizational design, performance, and employee experience, and you are known for building deep, trusted relationships with leaders at all levels.

The People Business Partner team at Clio is responsible for enabling leaders and teams to do their best work while ensuring Clio scales sustainably, equitably, and compliantly. PBPs partner closely with leaders, People Centers of Excellence (Talent, Total Rewards, L&D, People Ops), and cross-functional teams to deliver thoughtful, data-driven people solutions that align with Clio’s business strategy and values.

• Partner closely with senior GTM leaders to develop and deliver People strategies aligned to business objectives, growth plans, and organizational health.
• Act as a strategic thought partner on topics including org design, workforce planning, role clarity, capacity models, and team structure.
• Translate GTM strategy into people implications—anticipating risks, scaling challenges, and leadership needs.
• Coach leaders through complex decision-making with a strong lens on performance, culture, and employee experience.

• Lead and advise on organizational design efforts, including restructures, role evolution, spans and layers, and operating model changes.
• Partner with leaders on performance management, goal-setting, and accountability, ensuring strong linkage between strategy, execution, and outcomes.
• Support succession planning and talent reviews for GTM leadership roles, identifying readiness, gaps, and development actions.
• Partner with Talent Management and L&D to support leadership development, manager capability, and team effectiveness.

• Identify, assess, and manage complex employee relations issues quickly, thoughtfully, and decisively.
• Conduct and support investigations as required, partnering with Legal and People Operations to ensure fair, compliant, and consistent outcomes.
• Maintain deep knowledge of employment law requirements across jurisdictions relevant to your client group.
• Mitigate legal and employee risk through proactive coaching, documentation, and early intervention.
• Partner with Legal Counsel as needed to manage sensitive or high-risk situations.

• Work closely with People team SMEs (Talent Acquisition, Total Rewards, L&D, People Ops) to deliver a seamless, world‑class employee journey.
• Contribute to the design and implementation of broader People programs, including:
• Onboarding & ramp experiences
• Performance Development
• Talent Planning & Calibration
• Leadership Development
• Total Rewards & Compensation Programs
• Partner closely with Talent Acquisition to align on hiring plans, role profiles, and evolving business needs within GTM.

• Act as a data‑driven advisor—analyzing trends in engagement, attrition, performance, and workforce composition.
• Translate people…