Human Resource Business Partner

What you'll do

• Partner with business leaders and managers on performance, talent, team structure, retention, and the everyday people challenges that come up.
• Spot people and org problems early, then own them through to the fix.
• Start and drive projects that make teams work better.
• Build HR processes where none exist, and sharpen the ones that do.
• Coach managers to set a higher bar on performance and lead their people well.
• Use data to find patterns, ask sharper questions, and make better calls.
• Handle tough employee situations and help leaders make hard decisions with confidence.
• Take ideas from "we should do this" to "this is working."
• Keep asking what could be better, faster, or done differently.

What we're looking for

• 6-8 years in HRBP or People Partner roles.
• Real experience working side by side with business leaders and managers.
• Time spent in a startup, B2B SaaS, product company, or another fast-moving environment.
• Solid grounding in performance, talent, employee relations, org design, and people practices.
• A record of building and delivering, not just advising.
• Clear communicator who can manage stakeholders without drama.
• Comfortable with people data and business metrics.
• Able to work independently, with little handholding.
• Equally at home discussing org design with a CXO and finding out why a manager still hasn't had that performance conversation.
• Willing to say "I don't know yet," then go and find out.

Edges that help

• You don't wait for work. You find it.  No neat to-do list will be waiting for you each morning. You might notice managers struggling with performance conversations, a gap in how a team is structured, or an HR process that creates more work than value. We expect you to spot it, raise it, and do something about it.
• You finish what you start. Ideas are easy. What happens after is what counts. You're comfortable taking something from idea to plan to people to execution to result. We don't need great presentations about projects that never happen.
• You take accountability. When something is yours, it's yours. No one should have to chase you, remind you of the next step, or tell you what to do when you're stuck. And when things go sideways, you skip the blame and look for the next move.
• You move fast. You don't need six meetings to decide something needs fixing. You know when to think, when to ask, when to decide, and when to just start. Priorities will shift, and teams will get reorganized. If your reaction is "But this wasn't the plan," this may not be the place for you. If it's "Okay, what's the new plan?", you'll fit right in.
• You know when to be Ted Lasso, and when not to. People matter. Listen properly, be empathetic, and give people the benefit of the doubt. But don't dodge a hard conversation just because it's uncomfortable.
• You have a high bar. "That's how we've always done it" is never a good enough answer for you. You ask why, question processes that don't earn their place, and look for better ways to work. When you find one, you don't just suggest it. You make it happen.

How we work

• This isn't a typical 9-5 environment.
• You won't get a clearly defined list of tasks. You'll work out what needs doing.
• You won't wait for your manager to assign the next project. You'll pick it up yourself.
• We spend our time solving problems, not discussing them.
• We build new processes more often than we follow established ones.
• Priorities change, and we change with them.
• HR here doesn't just respond to requests from the business. It spots problems and gets ahead of them.

We're not looking for someone to keep the HR machine running. We're looking for someone who wants to make the machine better.