HR Business Partner - Engineering Product Design

Skills

About the Role

You will serve as a strategic People partner for Engineering, Product, and Design. You will advise leaders on organizational design, workforce planning, talent retention, leadership effectiveness, employee relations, and change management. You will run quarterly performance reviews, coach technical leaders, manage sensitive employee matters, use people data to identify risks, and implement AI-enabled People operating rhythms and scalable programs.

Requirements

• 10+ years as an HR Business Partner or People Partner.
• Experience supporting Engineering, Product, Design, Research, or similarly technical organizations.
• Experience at an AI-native, developer tools, product-led, or high-growth technology company.
• Business judgment that connects people decisions to company priorities, product velocity, leadership effectiveness, and team performance.
• Judgment in sensitive employee relations matters, including performance, conduct, probation, resignation, and termination situations.
• Ability to give difficult feedback to senior technical leaders while maintaining discretion.
• Comfort working with ambiguity, pace, and imperfect systems.

Responsibilities

• Build partnerships with Engineering, Product, and Design leaders and advise on team design, leadership effectiveness, talent density, retention, and change.
• Experiment with AI-enabled workflows for manager enablement, insight generation, communications, and operating rhythms.
• Partner with Engineering leaders, Finance, Recruiting, and People Operations on workforce planning, reporting lines, role definition, spans and layers, contractor strategy, and organizational design.
• Run the quarterly Signal Review cycle, including manager preparation, calibration, categorization, level corrections, follow-through, and operating rhythms.
• Use qualitative signals and people data to identify flight risks, manager gaps, and team-level patterns and develop interventions.
• Manage employee relations matters, performance improvement plans, investigations, resignations, probation issues, and terminations with Legal and People Operations.
• Coach technical leaders on difficult conversations, promotion readiness, organizational changes, feedback, accountability, and team health.
• Shape and roll out People programs including manager enablement, career pathing, leveling consistency, compensation cycles, engagement follow-up, and change management.