Senior HR Business Partner

What You’ll Do

Employee Relations & Manager Support

• Serve as the 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 maintain alignment between company strategy and people practices.
• Identify patterns and systemic issues early and recommend practical, upstream interventions.
• Serve as a change partner to leaders, helping operationalize organizational changes to drive understanding, adoption, and trust.

Performance & Manager Effectiveness

• Support ongoing performance management processes, goal-setting, feedback cycles, and manager capability building.
• Partner with leaders on team structure, talent planning, and ways of working that enable strong performance.
• Help managers navigate underperformance, role clarity challenges, and organizational change.
• Reinforce a culture of high performance without unnecessary bureaucracy.

Process, Systems & Scale

• Maintain and apply existing 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 continues to grow.
• 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 remain defensible, consistent, and aligned with company values.

Immigration & Mobility Support

• Serve as the primary HR point of contact for immigration matters, partnering with recruiters to assess visa needs and timelines during the hiring process.
• Manage the day-to-day relationship with the external immigration law firm.
• Support employees through immigration processes (H-1B, transfers, green card sponsorship, etc.), providing guidance on timelines and next steps.
• Partner with Legal, Finance, and People Ops to ensure immigration sponsorship decisions are consistent, compliant, and aligned with company policy.

It’s Important to Us That You Have

• 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.
• Demonstrated ability to ramp up quickly in a new environment and deliver results with limited onboarding time.
• Comfort operating synchronously and asynchronously in a remote-first, fast-paced, evolving environment.
• Strong written and verbal communication skills and a high degree of discretion.

Nice to Have

• Experience supporting distributed, remote-first teams.
• Prior work in a fast-growing startup or tech environment.
• Prior experience in contract or interim HR roles.