HRBP, Core Business

What You’ll Do

Partner Closely with Functional Leaders

• Act as a trusted advisor to leaders across Finance, Legal, Marketing, Operations and People
• Coach managers and leaders on performance, feedback, team health, organizational changes, and leadership effectiveness
• Support high-stakes decision-making and help leaders navigate rapid growth and ambiguity
• Raise the bar on accountability, talent density, and leadership quality across the organization

Drive Org Design and Talent Strategy

• Partner on org design, headcount planning, team structure, leveling, and mobility
• Help leaders build scalable, high-performing teams with clear ownership and accountability
• Identify organizational gaps and proactively solve for talent, structure, and execution challenges
• Support thoughtful scaling without introducing unnecessary process or complexity

Own Performance and Employee Experience

• Drive and operationalize performance management, calibrations, promotions, onboarding, engagement, and development programs
• Navigate employee relations and sensitive situations with strong judgment, empathy, and pragmatism
• Ensure high standards are upheld consistently while maintaining a strong employee experience
• Help build lightweight, high-quality systems that scale with the business

Build and Scale the Function

• Partner cross-functionally with Recruiting, Compensation, Legal, Finance, and People Ops
• Build People infrastructure and operating rhythms from the ground up
• Bring structure, urgency, and follow-through to a fast-moving environment
• Operate with high ownership and jump into tactical work when needed

What We’re Looking For

• 8–15+ years of experience in HRBP, People Partner, or related leadership roles supporting high-growth organizations
• Strong expertise in organizational design, performance management, leadership coaching, and talent strategy
• Excellent judgment and ability to navigate complex, high-stakes situations
• Comfortable operating with ambiguity and minimal structure
• Pragmatic, direct, highly execution-oriented, and deeply collaborative
• Ability to influence senior leaders through credibility and partnership, not process

You Might Be a Fit If You

• View HR as a core business function, not a support function
• Care deeply about leadership quality, accountability, and talent density
• Prefer simple, high-quality systems over heavy process
• Thrive in fast-moving, high-expectation environments
• Enjoy building from first principles and operating close to the business