About the role
Senior HR Business Partner Location: New York City In-office: 3 days per week (Tues-Thurs) Reports to: VP of Finance
Compensation: $150,000 – $210,000 About Axial Axial is the trusted online M&A platform connecting buyers and sellers of $5M–$100M American privately held companies. Used by 4,000+ acquirers and 3,000+ M&A advisors, our digital transaction platform improves the speed, confidentiality, and success of private company exits. Axial is a founder-led, profitable (since 2020) company based in NYC with a hybrid office culture. We are the category leader in our market — long-term oriented, values-driven, and focused on member trust, operational excellence, and profitable growth. In 2025, over 12,500 private companies pursued an exit via the platform, leading to over 3 million platform connections and over $1B in annual transaction volume. Overview As we scale, we're looking for a Senior HR Business Partner to be the senior People voice in the room — coaching managers, partnering with leadership on talent decisions, and shaping how Axial grows its workforce. This is a true business partner role. Most of your time is strategic: coaching managers, sharpening leadership's people decisions, and partnering through sensitive moments. You'll also oversee the People function's day-to-day, directing our HR Coordinator who handles onboarding, HRIS,
benefits, and lifecycle changes. You'll report to the VP of Finance and partner directly with the CEO, leadership team, and managers company-wide.
Responsibilities Manager Coaching & Performance. Design and run performance review cycles, leveling, calibrations, and development frameworks. Coach managers through feedback, performance issues, and team-building. Employee Relations. Investigate, advise on, and resolve sensitive ER matters with sound judgment, calm escalation instincts, and a clear sense of risk. Talent Strategy & Hiring Partnership. Partner with leadership and hiring managers on workforce planning, role definition, leveling, comp calibration, and interview design. Shaping how and who we hire for our most consequential roles.