Senior People Partner, Non-Tech

What We're Looking For

We're building an AI-native company, and that ambition doesn't stop at engineering, it shapes how we build every function of the business. We're looking for a Senior People Partner to embed with our go-to-market and business leaders, bringing clarity, consistency, and strong judgment to org design, talent decisions, and complex people challenges.

This isn't a purely advisory seat. You'll own high-stakes situations end-to-end, from a nuanced compensation call to a sensitive exit, while also building the capability and systems that let business leaders make great decisions on their own.

You'll join a small, high-leverage People team where your judgment directly shapes how a fast-scaling, ambitious company grows. If you love being a true thought partner to senior leaders, turning ambiguity into structure, and being trusted with the hard stuff, this is your seat.

What You'll Do

• Partner with senior business leaders to drive clear, consistent calls on org design, team structure, leveling, promotions, and compensation
• Own complex employee relations and performance situations end-to-end: coaching leaders through performance management, role transitions, and exits with care and rigor
• Level up manager capability across the business: sharper feedback, better performance conversations, stronger talent decisions
• Partner with Talent to raise the bar on hiring quality: role design, leveling frameworks, and evaluation practices
• Spot friction and risk in people processes before they become problems, and build pragmatic, scalable fixes alongside Legal, Total Rewards, and Finance

What You'll Need

• 8+ years in People Partnering or HRBP roles, with real depth partnering directly with senior business leaders
• A track record of influencing senior leaders on org design, performance, and talent decisions
• Sharp employee relations judgment and a demonstrated ability to own and resolve high-stakes, complex situations
• Experience driving comp, promotion, and leveling decisions across business functions
• Experience supporting globally distributed teams and navigating multi-country complexity
• A builder's instinct for ambiguity, comfortable moving fast while creating practical structure and clarity
• Excellent communication and influencing skills across senior audiences
• Exposure to international employment models or global expansion work

Nice to Have

• Deep familiarity with career frameworks and compensation models
• Experience building or evolving people systems inside a scaling, AI-native company
• Experience supporting globally distributed go-to-market, data center or business organizations
• SPHR or comparable certification
• A track record of designing or improving compliance-focused programs that measurably reduce organizational risk