Leads Replit’s learning platform and onboarding and enablement experiences, initially for Support and eventually across the company. The role combines instructional design, live facilitation, hands-on platform building, cross-functional leadership, and measurement of learning impact.

Supports the full employee experience at a small, growing company through recruiting coordination, onboarding, HR systems, benefits, payroll, employee support, facilities, and events. Requires 3+ years of relevant experience, strong operational ownership, and comfort with HR technology.

Owns Crusoe’s pre-employment screening and drug/alcohol testing programs, managing vendors, compliance, cross-functional handoffs, and process improvement. Requires 5+ years in People or Recruiting Operations, regulatory knowledge, and strong process-design skills.

Own day-to-day operations for Broccoli AI's offices, managing facilities, furniture/equipment, vendors, budgets, events, and new hire onboarding to create an exceptional workplace experience. Requires 3-5+ years in office management or facilities with strong organizational and vendor skills.

Strategic People Business Partner supporting EMEA go-to-market leaders across the United Kingdom, Spain, and Israel. The role requires 8+ years of HR experience, multi-country employment-practice knowledge, and strength in employee relations, organizational design, and change leadership.

Owns HR operations and the full employee lifecycle for Netherlands and EMEA employees, including Dutch payroll, EOR coordination, immigration, employee relations, and workplace experience. Requires 5+ years of HR experience, Dutch and English fluency, and four days per week in the Eindhoven office.

Own compensation strategy, job architecture, market benchmarking, review cycles, data systems, benefits strategy, and equity framework development as the company’s first dedicated Compensation Partner. Requires 6+ years of compensation experience, strong analytics, equity expertise, and cross-functional partnership.

Leads design, facilitation, analytics, and stakeholder management for complex CX learning programs. Requires 5+ years of L&D experience, strong coaching and program-management skills, data-driven decision-making, and experience delivering AI-enabled learning solutions.

Serves as a strategic HR partner to Sales, Marketing, Customer Success, and Revenue Operations leaders, providing manager coaching, employee-relations guidance, performance management, talent insights, and organizational support. Requires 5–8 years of progressive HR experience and strong GTM business fluency.

Supports compensation and benefits programs through market analysis, reporting, audits, administration, and process improvement. Requires 3+ years of analytical HR or Total Rewards experience, advanced spreadsheet skills, and a bachelor’s degree or equivalent experience.

Senior People Partner supporting Commercial, Marketing, Operations, and Patient Support teams through organizational design, performance management, variable compensation, employee relations, and workforce analytics. Requires 8+ years of HR experience and deep expertise supporting revenue organizations.

The HR Business Partner will support a growing Engineering organization by shaping people strategy, advising leaders and managers, and leading performance, talent, organizational design, and employee experience initiatives. The role requires 5+ years of HRBP or adjacent experience, strong data-driven judgment, and comfort using AI tools.

Partners with managers on employee relations, investigations, performance management, terminations, and promotion calibration while building scalable People processes. Requires 5–8 years of HR experience, strong judgment, manager coaching skills, and expertise handling sensitive cases.

Senior HR Business Partner supporting MongoDB’s Technical Services organization by shaping talent strategy, advising senior leaders, leading people cycles, and building scalable people solutions. Requires 10+ years of HR experience and substantial HRBP experience in technology or technical go-to-market environments.

Supports Americas HR shared-services operations across employee lifecycle processes, including payroll, benefits, case management, data administration, onboarding, and offboarding. Requires 3+ years of HR operations experience, ticketing-tool proficiency, strong process discipline, and willingness to work evening shifts.

Senior Employee Relations Partner advises leaders and People partners through complex, high-risk employee matters, including conflict, performance, exits, and organizational change. The role also develops scalable ER practices and responsibly adopts AI-enabled tools in a fast-growth environment.

The People Partner will advise Research leaders and managers, support employee relations and performance processes, and help scale people programs in a fast-growing AI company. The role requires at least six years of related experience, North American employment-law fluency, and strong coaching and conflict-resolution skills.

Supports regional People Operations across APAC by managing employee transactions, Workday data and reporting, payroll documentation, compliance, and process improvements. Requires 5+ years of HR operations experience, Workday expertise, and English and Vietnamese communication skills.

Senior People Partner supporting Product and Engineering leaders through coaching, employee relations, organizational design, talent development, and scalable HR programs. Requires technology-company HR experience, technical organization partnership experience, and strong North American employment-law knowledge.

Own the people workstream across Payward’s M&A lifecycle, leading HR diligence, deal mechanics, executive risk recommendations, and post-close integration. The role requires 8+ years of relevant experience, strong compensation and equity modeling skills, cross-border deal expertise, and judgment in ambiguous, confidential transactions.

Leads the operational training function for Zoox’s remote and ground Fleet Operations workforce, including certification, quality, LMS systems, infrastructure, and a distributed training organization. Requires 10+ years in operational training and 3+ years managing training staff.

Own and evolve global compensation, equity, benefits, job architecture, and leveling systems for a rapidly scaling, distributed AI company. The role requires 5+ years in compensation or total rewards, scalable systems experience, and strong analytical and leadership-partnering skills.

Supports employee experience and people strategy across assigned business teams in the Americas, advising managers and employees and delivering core HR programs. Requires 8+ years of progressive HR experience, broad expertise across HR disciplines, strong analytical and investigative skills, and experience with HR data tools.

Owns the strategy, launch, renewal, vendor management, and ongoing operation of benefits programs across assigned countries for Rippling’s global Employer of Record product. Requires 7+ years of global benefits experience and strong cross-functional execution skills.

Supports People Partners and managers with sensitive performance cases, organizational changes, manager resources, and people operations processes. Requires strong judgment, writing, attention to detail, and at least five years of HR-related experience.

Leads global People Operations and HR service delivery across the employee lifecycle, owning systems architecture, Workday partnership, operational integrity, automation, and team development. Requires 10+ years in People Operations or HR Shared Services and substantial experience scaling teams and processes.

Senior HR Business Partner supporting People, Communications, and G&A leaders through coaching, employee relations, organizational design, workforce planning, and scalable people programs. Requires high-growth technology experience and strong North American employment-law knowledge.

Owns Nuro’s U.S. immigration program and internal global mobility coordination, managing case workflows, compliance deadlines, audits, and employee support. Requires 3+ years of relevant experience and hands-on knowledge of H-1B, OPT, TN, O-1, and PERM cases.

Owns the HRIS and people-systems operations supporting Total Rewards, including administration, troubleshooting, reporting, process improvement, and cross-functional projects. Requires a bachelor's degree and 3+ years of HR operations or HRIS experience, including hands-on Workday expertise.

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.

Provides comprehensive administrative and operational support to senior GTM leaders, including scheduling, communications, travel, events, expenses, and ad hoc projects. Requires exceptional organization, discretion, communication, and executive-support experience.

The People Partner advises senior leaders on people strategy, organizational design, talent planning, change management, and team effectiveness. The role requires 10+ years of HR business partnering experience, strong analytical and project management skills, and the ability to influence diverse stakeholders.

Partners strategically with Engineering and Product leaders to improve organizational health, manager effectiveness, leadership capability, and team design as technical organizations scale. Requires extensive People Business Partner or organizational development experience in a technical environment.

Senior People Business Partner supporting go-to-market leaders through organizational-health diagnosis, leadership development, coaching, org design, succession planning, and change management. The role requires 12+ years of senior People or HR Business Partner experience, or 8+ years with a related advanced degree.

Owns core people operations, including employee lifecycle processes, payroll coordination, HR systems, benefits support, and process improvement. Requires 4+ years of HR operations experience, strong judgment, attention to detail, and independent execution in a fast-paced environment.

Partners with organizational leaders to improve manager effectiveness, performance outcomes, and team health during rapid growth. The role requires 7+ years of HRBP experience, strong coaching and influencing skills, independent judgment, and a pragmatic business approach.

Leads global workplace strategy, office portfolio management, events, vendors, budgets, and employee engagement across 10 locations. Requires 10+ years of workplace or facilities experience, 7+ years managing people and managers, and substantial international commercial real estate expertise.

Leads Harvey’s global benefits and leave strategy across the United States and international markets, while managing the benefits team, vendors, annual program cycles, compliance, and budget. Requires 10+ years in benefits, international experience, and strong plan-design, financial, and team leadership expertise.

Partners with Engineering and Product leaders to shape talent strategy, organizational design, performance, compensation, and employee relations. Requires 2–5 years of technology HRBP experience, direct ownership of compensation and leveling, strong coaching and influencing skills, and comfort using workforce data and AI tools.

Own fal’s global mobility and immigration function, managing employment-based cases, counsel, vendors, policies, compliance, and automation across the Americas, EMEA, and APAC. The role requires U.S. bar admission and deep hands-on experience with U.S. and Canadian immigration matters.

Serves as a strategic HR advisor to managers and employees, leading employee relations, talent and performance management, compliance, compensation support, and HR analytics. Requires a bachelor’s degree and 5–10+ years of HR experience, including HRBP experience supporting engineering, product, and design teams.

Manages global immigration cases, compliance, relocations, vendors, and employee support for a growing technology company. Requires 5+ years of multinational immigration experience and strong expertise in U.S. employment-based visa programs.

Leads enterprise People programs spanning performance and compensation cycles, employee listening, GenAI adoption, engagement planning, and employee resource groups. This individual contributor director role requires 10+ years of related experience, strategic systems thinking, senior stakeholder influence, and strong execution.

Leads the company’s Total Rewards, HRIS, and People Data strategy, building scalable compensation, benefits, systems, and analytics programs while managing the function’s team, budget, and vendors. Requires 10+ years in total rewards or a related HR discipline and experience in high-growth organizations.

Design and deliver evidence-based training and assessments for a distributed workforce producing human data for AI projects. The role requires 3–6 years of operational training experience, strong live facilitation, adult-learning expertise, and the ability to measure programmes against quality and throughput outcomes.

The Senior People Business Partner coaches managers, leads complex employee relations and performance matters, and partners across North America to improve team effectiveness. The role also helps build a scalable Regional HRBP model and values sound judgment, adaptability, and experience with US employment practices.

Leads APAC payroll operations, managing specialists, compliance, external partners, and scalable processes across multiple countries. Requires 7+ years of global payroll experience, team-management experience, client-facing expertise, and strong knowledge of APAC payroll regulations.

Leads Instacart’s broad-based compensation strategy, programs, equity approach, and international expansion work while advising senior leaders and managing a compensation team. Requires 10+ years of progressive compensation experience, deep equity expertise, and experience supporting large R&D or Engineering organizations.

Serve as the first senior strategic HR partner for leaders across a rapidly scaling company, owning organizational design, employee relations, performance and compensation cycles, and manager coaching. The role requires 7+ years in high-growth HRBP or People Partner roles, strong U.S. employment expertise, and data and AI fluency.

Leads enterprise compensation program portfolios, designing scalable governance, automation, and self-service tooling while advising leadership on market positioning, pay equity, and organizational design. Requires substantial compensation experience, quantitative rigor, and fluency with compensation, HRIS, and analytics systems.