# Senior People Partner

**Company:** [Deepgram](https://hotfix.jobs/companies/deepgram)
**Location:** Remote
**Role:** People Ops
**Salary:** $130k – $185k/yr
**Experience:** 7+ years
**Skills:** Employee Relations, Performance Management, manager coaching, talent planning, succession planning, compensation, immigration compliance, h-1b, stem opt, leave administration, hr compliance
**Posted:** 2026-07-16

> Senior People Partner partnering with leaders on employee relations, performance management, manager coaching, talent planning, compensation, and immigration in a fast-growing, remote-first Voice AI company. Requires 7+ years HR experience including 5+ years as HRBP in high-growth environments.

## Job Description

## 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.

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