HR Business Partner, EDP

Role Requirements

EPD Partnership

• Experience supporting Engineering, Product, and Design organizations in high-growth environments.
• Understand the unique dynamics of technical teams.
• Comfortable partnering with leaders on people and organizational challenges that come with scaling technical teams.

Strategic HR Partner

• Building strong relationships with functional leaders.
• Establishing credibility and trust as a strategic HR partner.
• Proactively assess team, manager, and company needs, provide recommendations, and implement solutions.

People Operations Expertise

• Deep knowledge of People Ops/HR functions, including compensation, benefits, performance management, employee relations, and compliance.

Strategic Thinking

• Ability to translate business objectives into actionable people strategies.

Strong Communicator

• Excellent written and verbal communication skills.
• Effectively convey information to all stakeholders.
• Ability to present and facilitate discussions clearly and confidently.

Compensation Expertise

• Proven track record of scaling compensation frameworks, including levels and bands across global teams.
• Use market data to ensure competitive and equitable compensation strategies.

Performance Management

• Deep experience building and evolving performance management practices.
• Comfortable coaching managers through difficult performance conversations.
• Help build scalable approaches that align with company culture and operating principles.

Training and Development

• Experience building and scaling internal training programs, specifically for management teams.
• Comfortable facilitating topics to all levels of employees.

Employee Relations & Risk Management

• Offer guidance to leaders in managing sensitive employee situations.
• Act as a mediator and investigate escalated issues as needed.
• Stay up to date on legal requirements related to employment and regulatory compliance.
• Partner with legal counsel as needed to mitigate risk.

You Could Be a Great Fit If

• ~8 years of experience with HR/People Ops, including supporting EPD teams through periods of meaningful growth and change.
• Strong written and verbal communication skills, with emphasis in coaching, facilitation, and policy development.
• Strong business acumen and principled approach to decision-making, balancing business outcomes with employee experience, risk, and long-term scalability.
• Flexible in approach and avoid rigid adherence to past playbooks or overly process-heavy solutions.
• A fast-paced environment with a balance of strategic and hands-on execution energizes you.
• Can balance working both independently and in a team environment.
• Experience supporting a globally distributed and asynchronous workforce.
• Expertise in US employment law, compensation frameworks, and training and development programs.
• Continuous improvement is core; detail oriented and continuously look for ways to improve processes, procedures, and team effectiveness.
• Successfully managing complex employee relations issues.
• Experience using HRIS, compensation management tools, and other HR tools to drive operational excellence.

Bonus Points

• Advanced degree in HR, business or organizational development.
• HR certification (PHR, SPHR, SHRM-CP, SHRM-SCP).
• Experience working with globally distributed teams.

Benefits

• Competitive salary and equity.
• 10-year exercise window for stock options.
• Unlimited PTO with four weeks recommended per year.
• Twelve weeks of fully paid family leave in the US.