HR Business Partner - Tech

Perks

• Paid bonding time
• Traditional and Roth 401k
• Equity
• Commuter and FSA benefits
• Flexible time off policy
• Health benefits

What you'd do

1. 01Work with technical leadership to translate priorities into people plans that support and enable teams to execute on their goals and roadmap.
2. 02Partner with leaders on org design work, team dynamics, and leadership effectiveness. Flag talent risks and opportunities early, using data to inform your insights and recommendations.
3. 03Coach managers through sensitive situations, including performance issues, team dynamics, and employee relations. Run investigations with Legal when needed.
4. 04Own core people programs for your business areas: performance/talent reviews, compensation cycles, employee engagement, and talent development. Run each one with both operational rigor and business context, from the first proposal through communication and rollout.
5. 05Partner with Talent, People Ops, and Legal to build programs that reflect your client groups’ needs, and keep leaders informed about changes that affect their teams.

What they're looking for

1. 015+ years of progressive HRBP experience, including significant time supporting engineering or other technical teams at a high-growth software company.
2. 02Broad HR expertise across performance management, employee relations, org design, talent development, and compensation.
3. 03Experience advising senior engineering leaders at the VP level and the ability to influence decisions in ambiguous, high-stakes situations.
4. 04A working understanding of how engineering organizations scale, including team structures, career ladders, and the people challenges that come with fast growth.
5. 05Comfort with data: you can pull together people metrics, spot trends, and turn them into a recommendation leaders will act on.