Senior People Partner

About the role

This position represents a critical investment in the foundational strength of our People organization as we navigate a phase of rapid expansion. You will operate within a remote-first environment where trust, autonomy, and clear communication are paramount to success. Your primary mission is to act as a strategic advisor and operational expert, ensuring that our people practices directly support our ambitious business objectives. You will own the end-to-end employee lifecycle for complex situations, providing guidance that mitigates risk and fosters a resilient culture. This role requires a high degree of ownership, moving beyond transactional tasks to become a true thought partner to our leadership team. You will be instrumental in shaping the employee experience, from initial engagement through offboarding, ensuring consistency and fairness. Ultimately, your work will enable our teams to perform at their highest level by removing obstacles and providing a reliable partnership.

Key facts

What you'll do

• Serve as the designated subject matter expert for all employee relations cases, conducting thorough investigations and delivering fair, timely resolutions.
• Architect and execute strategies for performance improvement, translating business objectives into actionable plans for underperforming employees.
• Coach senior leaders on advanced communication techniques, ensuring feedback is delivered constructively and documentation meets legal standards.
• Analyze workforce trends and people metrics to identify systemic gaps, proposing data-driven solutions that enhance organizational effectiveness.
• Own the design and management of the annual performance cycle, including goal alignment, calibration sessions, and ongoing manager enablement.
• Lead high-potential and succession planning initiatives, assessing bench strength and developing targeted growth plans for critical roles.
• Oversee the offboarding process with professionalism, managing exit interviews, final compensation calculations, and separation documentation.
• Partner with Finance to execute annual compensation programs, analyzing market data and recommending adjustments for equity and bonuses.
• Draft, review, and implement HR policies, templates, and playbooks to standardize procedures across a distributed workforce.
• Act as the primary liaison with external legal counsel, ensuring all employment practices comply with federal and state regulations.
• Administer complex immigration processes, providing guidance on H-1B, STEM OPT, and TN visa sponsorships for our global talent pipeline.
• Drive continuous improvement initiatives, challenging the status quo to build a more efficient, scalable, and employee-centric HR function.

Requirements

• Possess a minimum of 7 years of cumulative professional experience in Human Resources, with a minimum of 5 years dedicated to an HR Business Partner role.
• Have a proven track record of working within fast-paced, high-growth, or complex organizational structures that demand adaptability.
• Demonstrate strong business acumen, capable of rapidly analyzing situations, challenging underlying assumptions, and advising on difficult strategic choices.
• Show extensive hands-on experience in employee relations management, performance development systems, and coaching managers through sensitive issues.
• Exhibit the ability to thrive in a remote-first setting, maintaining productivity and engagement without direct supervision.
• Maintain exceptional written and verbal communication skills, conveying complex information clearly and concisely to diverse audiences.
• Operate with a consistently high level of confidentiality, handling sensitive employee and company information with discretion.
• Display sound judgment and integrity, making decisions that align with company values and legal compliance.
• Be comfortable with an AI-first mindset, actively leveraging artificial intelligence tools to automate tasks and enhance analytical capabilities.
• Embrace a growth-oriented mindset, demonstrating resilience and a commitment to continuous learning in a rapidly evolving environment.

Nice to have

• Have built HR processes and playbooks from the ground up in a previous role, creating structures where none existed.
• Show a proactive disposition, anticipating people risks and solving problems before they escalate.
• Demonstrated a commitment to establishing fair, consistent, and people-centric policies that improve employee trust.
• Have experience in environments that prioritize deep trust, sound judgment, and a strong sense of personal accountability.

Practical notes

• Occasional travel may be required for company offsites and team meetings to foster connection and alignment.
• Candidates must be fully comfortable with an AI-first mindset, actively using and experimenting with AI tools in their daily workflows.
• The pace of work is rapid, requiring a commitment to constant learning and the agility to adapt to shifting priorities and responsibilities.