# Senior HR Business Partner

**Company:** [Rippling](https://hotfix.jobs/companies/rippling)
**Location:** Seattle, WA, San Francisco, CA, New York, NY
**Role:** People Ops
**Experience:** 7+ years
**Skills:** Hr Business Partnering, Performance Management, Employee Relations, Organizational Design, Talent Development, Compensation, Data Analysis, Manager Coaching, AI Tools, Hr Systems
**Posted:** 2026-09-01

> Senior HR Business Partner supporting Engineering leaders through organizational strategy, employee relations, manager coaching, talent programs, and compensation processes. Requires 7+ years of HRBP experience, strong business acumen, data-driven judgment, and hands-on use of AI-enabled tools.

## Job Description

## Responsibilities
- Partner with Director-level and above Engineering leaders to translate business priorities and HRBP roadmaps into people recommendations and action plans for aligned NAMER client groups.
- Advise Engineering leaders on organizational health, leadership effectiveness, performance, employee relations, and manager capability.
- Coach managers on complex leadership and HR matters, including sensitive employee relations issues, performance challenges, team dynamics, and manager effectiveness.
- Drive HRBP workstreams from diagnosis through execution, presenting recommendations, tradeoffs, and escalation points.
- Lead and improve Engineering HR programs, including performance management, manager effectiveness, talent reviews, engagement planning, and compensation cycles.
- Use Rippling, data, and AI-enabled tools to generate insights, reduce manual work, and improve recurring people processes.
- Identify recurring pain points across Engineering teams and recommend improvements to HR processes, workflows, and manager enablement.
- Partner with HR, Talent, Compensation, Legal, People Operations, HR Systems, and regional HR teams to deliver solutions for NAMER Engineering leaders.

## Requirements
- 7+ years of HR business partner experience.
- Broad HR expertise across performance management, employee relations, manager effectiveness, organizational design, talent development, and compensation cycles.
- Experience building or supporting people programs, frameworks, processes, or operating rhythms that improve leadership effectiveness, talent outcomes, and organizational health.
- Strong business acumen and ability to connect Engineering priorities to practical people strategies and HR solutions.
- Ability to use data to diagnose organizational health, identify talent risks, and shape leadership recommendations.
- Ability to work independently in ambiguous, fast-paced environments while balancing strategic thinking with hands-on execution.
- Strong communication, influencing, relationship-building, and thoughtful-challenge skills.
- Experience using AI-enabled tools, workflows, prompts, automations, or skills to improve HRBP leverage, manager enablement, and people-program execution.

## Compensation
- Competitive salary, benefits, and equity.
- US-based compensation varies by location, professional background, experience, and other factors.

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