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.

Leads the global People Business Partner organization and advises executive leadership on organizational design, talent strategy, performance, succession, and scaling. Requires 10+ years of HR experience, senior HRBP leadership in a high-growth technology company, and experience spanning GTM and R&D organizations.

Own and scale the operational backbone of the People function, bringing HR operations in-house and building reliable systems for onboarding, benefits, leave, compliance, and employee support. The role requires 6+ years of People Operations experience, HRIS ownership, and California employment-law knowledge.

Leads global HRBP strategy for R&D, partnering with technical executives to shape AI-native organizational design, talent systems, succession planning, and change initiatives. Requires 15+ years of progressive HR experience and 5+ years leading HRBP teams supporting technical organizations.

Leads the recruiting and people operations pod for a rapidly scaling fellowship, owning high-volume selection, the employer-of-record employee lifecycle, compliance, and employee relations. Requires 5+ years across recruiting and HR operations, people-management experience, and demonstrated use of AI and automation.

Owns enterprise-wide learning programs, including onboarding, education initiatives, and LMS operations. The role requires 4+ years of generalist Learning & Development experience, instructional design expertise, program management skills, and experience measuring learning effectiveness.

Owns global People Operations processes across India, the US, and EOR populations, including employee lifecycle transactions, HRIS data integrity, compliance, and process improvement. Requires a bachelor’s degree, 5+ years of People Operations experience, and hands-on HRIS expertise.

Supports New York office operations and People & Culture initiatives, including events, benefits administration, employee experience, and workplace coordination. The role suits an organized, proactive early-career professional with strong interpersonal skills and 0–2 years of experience.

Supports employee lifecycle and HR operations across the APJC region while improving workflows through automation and AI-assisted solutions. The role requires strong organization, data skills, communication, and attention to detail.

Own and automate global People Operations processes across the employee lifecycle, including HRIS workflows, onboarding, mobility, and offboarding. The role requires hands-on systems-building experience, strong process design and documentation skills, and comfort operating across countries and entities.

Leads the people function across performance, employee relations, policies, benefits, HR systems, engagement, and onboarding while managing Talent & Recruiting. Requires 10+ years of progressive people operations and HR partnering experience, including hands-on work in a small company.

Leads employee listening, engagement analytics, onboarding, talent programs, and People Experience initiatives while advising leaders and HRBPs. Requires a bachelor's degree, 3+ years of relevant People/HR or program management experience, strong analytics and communication skills, and HRIS and reporting-tool proficiency.

Supports semi-monthly payroll processing, employee benefits administration, compliance, recordkeeping, and employee inquiries for a hybrid New York City People team. Requires 1–2 years of payroll and benefits experience, ADP or comparable HRIS expertise, and strong Excel skills.

Leads strategic HR partnership for Finance, Legal, Operations, and People organizations, owning organizational design, workforce planning, performance management, talent development, culture, and employee relations. Requires 10+ years in HR or People Operations and strong experience influencing senior leaders.

Manages compensation programs spanning hourly wage structures, multi-jurisdictional compliance, sales incentive plans, pay equity, and executive reporting. Requires 7+ years of compensation experience, strong sales compensation expertise, advanced spreadsheet modeling, and Workday configuration experience.

Owns people data, reporting, HRIS governance, benefits administration, and employee records for a rapidly scaling, multi-country organization. The role requires 5+ years of people analytics and reporting experience, HRIS implementation expertise, and strong data-quality and operational skills.

Build and lead the foundational People function for a rapidly scaling AI healthcare company, spanning performance, development, culture, compensation, workforce planning, and hiring. The role suits a pragmatic, entrepreneurial player-coach with strong interpersonal skills and exposure to recruiting or people development.

Supports HR operations across onboarding, employee support, payroll, benefits, reporting, and compliance. The role requires at least two years of HR operations experience, payroll coordination, HRIS expertise, and required Sequoia experience.

Partners with managers to provide coaching on performance management, career development, employee relations, and change navigation. Analyzes data for process improvements and ensures compliance with US employment laws in a fast-scaling tech environment.

Leads the People lifecycle for mergers and acquisitions, from HR due diligence through post-close integration, while coordinating cross-functional teams and retaining acquired talent. Requires 6–10+ years of HR M&A experience, strong project management, HR fluency, and influence without authority.

Partners with leaders and managers on organizational effectiveness, employee relations, talent programs, and engagement while helping transform HRBP workflows through AI and people analytics. Requires a bachelor's degree, substantial HRBP or HR Generalist experience, and expertise supporting global teams.

Leads enterprise People Operations transformation while overseeing HRIS Operations and People Services. The role requires 10+ years in people or process operations, experience leading managers, HR technology expertise, and strong operational excellence and stakeholder-management skills.

This hands-on HR business partner will run core people processes, implement and configure Rippling, manage performance and career programs, and support benefits and immigration operations. The role requires 8+ years of HR/HRBP experience and demonstrated success building processes in a growth-stage company.

Supports employer branding, recruitment marketing, people operations, employee engagement, and workplace events for the company’s growing Pakistan team. The role requires a bachelor’s degree, 2–5 years of relevant experience, strong communication and organizational skills, and the ability to coordinate cross-functional programs.

Owns Bestow’s total rewards function across compensation, equity, benefits, benchmarking, and compensation cycles. The role requires 5–8+ years of experience, strong analytical skills, hands-on Pave or similar platform expertise, and close partnership with Finance, Legal, and leadership.

Leads regional HR partnership and recruiting across North America and Europe, advising leaders on complex people matters while managing external employment partners and company-wide HR initiatives. Requires 10+ years of progressive HR experience, strong generalist expertise, and multi-country operational experience.

Senior HR Business Partner supporting Engineering and Product leaders on talent strategy, organizational design, manager coaching, performance, and complex people matters. The role requires 8+ years of HRBP experience, startup experience, and a track record of building people programs from 0 to 1.

Leads People Operations and People Systems strategy, HRIS governance, employee-lifecycle process improvement, compliance, analytics, and AI adoption. The role requires 8+ years of progressive People Operations experience, including leadership of HRIS or People Systems teams.

Leads the People Partner function supporting Product, Design, and Engineering, advising executive leaders through growth, reorganization, and change while developing a high-performing team. Requires substantial People Partner leadership experience, executive partnership, and fluency in technical and design organizations.

Leads a large, distributed provider enrollment operation across government and commercial payers, improving application throughput and reducing denials. Requires extensive enrollment experience, large-team people leadership, and familiarity with CAQH, PECOS, and workflow tools.

Serves as a strategic people partner to senior Engineering and Product leaders, driving organizational design, workforce and talent strategy, leadership effectiveness, analytics, and M&A integration. Requires 12+ years of HR Business Partner experience supporting highly technical organizations and a bachelor's degree.

Own People Operations systems, process transformation, data governance, compliance, and technology programs in a high-growth technology environment. The role partners across Payroll, Finance, IT, Legal, vendors, and People leadership to build scalable, documented, and user-friendly operations.

Owns the design, governance, compliance, and continuous improvement of global employee benefits programs. The role leads ambiguous cross-functional initiatives, manages vendors and brokers, analyzes program costs, and communicates recommendations across People, Finance, Legal, and regional teams.

Leads the systems, programs, and operational infrastructure that support a growing technology company’s workforce, including benefits, immigration, compliance, policies, and employee operations. Requires 7+ years of end-to-end People Operations or HR experience in a fast-growing startup or tech environment.

Serves as the primary resource for employee lifecycle questions, documentation, HRIS data integrity, and compliance processes. The role requires 2+ years of People Operations experience, strong judgment, analytical skills, and process improvement expertise.

Own and build scalable HR operations infrastructure for a distributed workforce, including HRIS, payroll, benefits, employee lifecycle processes, reporting, and compliance. The role requires 4+ years of HR operations experience, HRIS ownership, U.S. employment-law knowledge, and comfort operating in a fast-growing startup.

Coordinates global talent-management operations, including performance cycles, employee surveys, succession reviews, and administration of an AI-driven 360 platform. The role requires 5+ years of HR or program-management experience, strong operational discipline, Workday familiarity, and effective cross-functional communication.

Owns HRBP partnerships, employee relations, performance and talent programs, manager coaching, and people operations while improving HR systems and automating workflows. The role requires 5–8 years of HR experience, including substantial HRBP experience, startup or high-growth exposure, and strong business acumen.

Supports HR operations for employees and foreign nationals in Serbia, including immigration documentation, government submissions, employee records, HRIS updates, and local compliance. The role requires 2–5+ years of relevant experience, fluent Serbian, and strong confidentiality and communication skills.

Strategic HR Business Partner supporting leaders through high-growth and high-change conditions. The role builds performance, accountability, culture, communication, and leadership-judgment systems while handling sensitive employee situations with independent judgment.

Runs day-to-day People Operations workflows, systems, benefits, compliance, vendors, and company-wide people programs. The role requires 4–6+ years of HR Operations or generalist experience, strong program management and systems-thinking skills, and experience with automation and AI tools.

Own the execution of People Operations, including offers, onboarding, immigration coordination, employee records, and process improvement. The role requires 3–6 years of relevant experience, strong organization and communication, discretion, and comfort operating in a fast-paced startup.

The People Associate will support recruiting coordination, onboarding, people operations, office management, and employee events while helping scale the San Francisco workplace. The role requires at least three years of relevant experience, meticulous execution, and familiarity with people-team systems and workflows.

Leads people strategy for the R&D organization, advising executive technical leadership on organizational design, career architecture, culture, workforce planning, and talent programs. Requires 8+ years of HR experience, including senior R&D partnering in a high-growth technology or SaaS environment.

Partners with Product Management and Product Design leaders on performance, organizational change, talent programs, employee relations, and workforce insights. The role requires 10+ years of People Partner or HRBP experience in high-growth technology organizations, strong execution, judgment, and data fluency.

Processes compensation-related HR transactions, validates data across HR and payroll systems, produces reports, and improves shared-services procedures. Requires 4+ years in HR Operations or Shared Services, strong spreadsheet skills, compensation knowledge, and proficiency with HRMS and ticketing tools.