Sr. HR Business Partner (Austin, TX or San Francisco, CA)

Overview

Strategic HR Partnership

• Serve as a trusted advisor to leaders, aligning people strategies with business objectives and embedding workforce considerations into planning cycles
• Partner on organizational design, team effectiveness, and change management
• Analyze HR data to surface trends and drive actionable insights that inform HR strategy
• Mentor junior team members and represent HR in cross-functional initiatives

Talent Management & Development

• Lead performance and talent processes (goal-setting, reviews, calibrations, succession, high-potential identification)
• Coach managers on feedback, development, and performance management, including PIPs
• Partner on learning and development programs aligned to business needs

Employee Relations & Compliance

• Manage complex employee relations matters, including investigations, conflict resolution, and separation ensuring compliance with employment laws, policies, and best practices
• Maintain thorough documentation, identify trends, and recommend risk mitigation strategies
• Serve as a resource for employee concerns and oversee key external HR partnerships
• Own and update the Employee Handbook

Compensation & Workforce Planning

• Advise on compensation decisions across offers, promotions, and equity, partnering with Finance on equity program administration
• Support annual compensation planning to ensure equitable, data-driven outcomes
• Educate employees and managers on total rewards programs
• Partner with recruiting on job leveling, candidate assessment, and workforce planning to address talent gaps

HR Programs & Operations

• Drive scalable HRBP practices and continuous improvement of HR processes and tools
• Lead or support key initiatives (engagement surveys, culture programs, policy development)
• Partner cross-functionally to ensure seamless employee experiences and data integrity
• What we are looking for:
• 5–8+ years of progressive HR experience, with at least 3 years in an HR Business Partner role
• Experience with performance management, talent reviews, and compensation processes
• Demonstrated experience managing complex employee relations issues independently and with sound judgment
• PHR, SPHR, SHRM-CP, or SHRM-SCP certification preferred
• Startup or high growth company experience strongly preferred
• Strong business acumen and the ability to connect HR strategies to business outcomes
• Strong written and verbal communication, active listening, and the ability to build relationships, challenge, coach, and influence leaders at all levels — including delivering hard messages with empathy and clarity
• Working knowledge of federal and state employment law (multi-state experience a plus in a domestic U.S. context)
• Proven ability to navigate complex, sensitive ER matters with discretion, conduct thorough investigations, document defensibly, and balance employee advocacy with organizational risk
• Experience with performance management, talent reviews, and compensation processes
• Compensation administration experience including pay structures, leveling, equity, pay equity principles, and market benchmarking sufficient to advise on offers, promotions, and annual planning
• Ability to manage multiple priorities and operate effectively in a fast-paced environment
• Proficiency with HRIS systems and HR reporting/analytics

Base Salary