HRBP

About you: You bring out the best in people. You don’t have an antiquated view of HR as just a risk-mitigation function – you see human and organizational potential, and you build the programs, coaching, and paths that turn them into personal, professional, and company growth. You have both a warm bedside manner and a strong backbone. You handle sensitive conversations with care, and you hold firm when the situation calls for it. You push back respectfully. You make well-evidenced arguments to executives and managers, and you stay flexible as you learn more. You are approachable and easy to understand. Employees and leaders trust you, come to you early, and leave conversations knowing what happens next. People trust your decisions because they are made calmly and objectively. You think about the whole employee lifecycle, from offer and onboarding through development, retention, and departure, and you connect each stage into one coherent experience. You are skilled at and comfortable with guiding people and organizations through change, whether exciting or simply necessary, to help them achieve their full potential. You turn legal and compliance requirements into a fair, healthy culture, so that doing the right thing is also the natural way people work here. What you will ownTalent development and growth Author, communicate, and drive adoption of talent development frameworks covering performance reviews, career and job growth, succession planning, and retentionTrain managers on performance management and give them the tools to develop their teamsBuild plans to retain top talent and a clear, consistent approach to attritionHR foundations Build practical HR processes from scratch where none exist, and improve them as the company growsCreate role-leveling and compensation frameworks grounded in market benchmarksOwn our HRIS and the data in it so that employee information is accurate, trusted, and the source of truth for decisions, Use technology wisely to automate repetitive and formulaic tasks both to improve the employee experience and to maximize your leverage on your timeEmployee relations and compliance Handle complex and high-priority cases, including both opportunities and risks related to performance, retention, and team dynamicsWrite and maintain growth-oriented HR policies that comply with employment law, and ensure that risk is well managed and communicatedCommunicate new and existing policies clearly, in writing and in person, through all-company channelsPartnership and measurement Work with executives to turn business goals into people objectivesBridge talent acquisition and talent development so that hiring, onboarding, and growth form one connected experienceDefine what HR success looks like in measurable terms, track it, and report progressYour first 90 daysIn your first three months, you will: Create a role-leveling and compensation benchmarking framework and policy, and share it with the companySelect and deploy a new HRIS, including migrating all key information from our current systemDevelop and roll out a talent development framework, with plans for retaining top talent, manager training on performance management, and our approach to attritionTake ownership of high-priority HR cases involving growth, retention, and performance managementCommunicate new HR policies, and reinforce existing ones, in writing and in person across the companyQualifications 5+ years of experience in HR or People rolesStartup experience building HR processes from scratch, including working with executives to turn business goals into people objectivesExperience bridging talent acquisition and talent development, and building a growth-oriented employee lifecycle across performance reviews, career growth, succession planning, retention, and manager trainingThe ability to define and measure HR success with numbers and clear metrics A leadership role in People, Talent, or HR where you made well-evidenced arguments and adapted as circumstances changed A track record of using software tools and systems to automate repetitive or formulaic workExperience developing HR policy, with working knowledge of employment law and compliance, and experience handling complex risk such as performance problems and labor-law mattersPreferred qualificationsExperience selecting, implementing, or migrating an HRISExperience building role-leveling frameworks and compensation benchmarkingSHRM-CP/SCP or PHR certificationsBase Compensation Range - $140,000 - $190,000