Senior People Partner

What You’ll Do

Employee Relations & Manager Support

• Serve as a primary point of contact for employee relations matters, including performance concerns, interpersonal issues, investigations, and complex workplace scenarios.
• Coach managers through difficult conversations, feedback delivery, performance management, and documentation.
• Provide consistent, fair, and legally sound guidance across key employee lifecycle moments.

Business & Leadership Partnership

• Act as a trusted advisor to leaders on people-related risks, decisions, and trade-offs.
• Partner with the Head of People to translate company strategy into people practices that are right-sized for scale.
• Identify patterns and systemic issues early and recommend practical, upstream interventions.
• Serve as a change partner to leaders, helping design, position, and operationalize organizational changes to drive understanding, adoption, and trust.

Performance & Manager Effectiveness

• Support performance management processes, goal-setting, feedback cycles, and manager capability building.
• Partner with leaders on team structure, talent and succession planning, and ways of working that enable strong performance and sustainable growth.
• Help managers navigate underperformance, role clarity challenges, and organizational change.
• Reinforce a culture of high performance without unnecessary bureaucracy.
• Lead the offboarding and separation experience with employees and managers, including exit interviews, separation agreements, and coordination with Finance.
• Partner on compensation cycles end to end, including merit and promotion rounds, off-cycle adjustments, and preparing change-of-salary and promotion letters.
• Serve as a trusted point of contact for manager and employee compensation questions, using judgment on what to resolve directly and what to escalate.

Process, Systems & Scale

• Help build and refine People processes, templates, documentation, and manager resources.
• Partner on tools and workflows that improve consistency, efficiency, and employee experience.
• Balance compliance, speed, and sound judgment as the company grows.
• Partner with the Head of People to support change initiatives (e.g., policy updates, process shifts), including re-education, leader enablement, and reinforcement.

Compliance & Administration

• Partner with People Ops, Legal, and Finance to ensure compliance with federal, state, local, and international employment laws.
• Support leave administration, policy application, and complex employee situations.
• Help ensure People practices are defensible, consistent, and aligned with company values.

Immigration

• Act as the point of contact for work authorization needs, including H-1B, STEM OPT and Form I-983, and TN visa reviews.
• Partner with immigration counsel on case strategy and coordinate with candidates, employees, and hiring teams through each step.

Requirements

• 7–10+ years of HR experience, including at least 5 years in an HR Business Partner role within high-growth or complex environments.
• Strong business judgment and the ability to understand context quickly, challenge assumptions when needed, and guide leaders through tough trade-offs.
• Deep experience in employee relations, performance management, and manager coaching.
• Comfort operating synchronously and asynchronously in a fast-paced, remote-first, evolving environment with shifting priorities.
• Strong written and verbal communication skills and a high degree of discretion.

Nice-to-Haves

• Enjoy partnering closely with managers and leaders to build a healthy and high performing culture.
• Energized by navigating ambiguity and making sound decisions while building the HRBP playbook.
• Care about building and scaling fair, consistent, and human people practices in a fast-growing company.
• Thrive in environments where trust, judgment, and accountability matter.