HR Business Leader

Infinitus Systems•San Francisco, CA

5d•Hybrid

About The Position

Infinitus is seeking an experienced People leader to serve as an HR Business Leader. This role will partner directly with leaders and managers to build high-performing teams, navigate complex people decisions, and strengthen people management, development, and reward systems. The HR Business Leader will also act as a deputy and thought partner to the People Lead, contributing to company-wide People strategy and providing leadership for the People function. This senior individual contributor role requires a blend of strategic advisory, hands-on execution, and the ability to advise executives, coach managers, analyze data, and build processes.

Requirements

10+ years of progressive People/HR experience, including significant experience as an HR Business Partner, People Business Partner, or in a comparable senior People role.
Experience partnering directly with senior and executive leaders and earning credibility as a trusted advisor.
The judgment and confidence to independently represent the People function with leaders and navigate situations where there isn’t an obvious playbook.
A strong track record coaching managers through complex, sensitive, and ambiguous people situations.
Hands-on experience designing, managing, or meaningfully evolving company-wide performance management programs.
Experience with compensation planning, market benchmarking, and compensation review cycles, with the ability to turn data into clear recommendations.
Strong judgment and the ability to balance employee experience, business priorities, consistency, and risk.
Working knowledge of federal and state employment laws and HR best practices.
Excellent written and verbal communication skills, including the ability to make complex People topics clear and actionable.
Strong analytical skills and comfort using data to identify patterns, evaluate programs, and influence decisions.
The ability to move fluidly between strategic thinking and hands-on execution.
Experience operating in fast-changing environments where priorities and organizational needs continue to evolve.
A builder mindset: you know when a problem needs a new program, when an existing process simply needs to improve, and when the best answer is less process—not more.

Nice To Haves

Experience in a startup or high-growth technology company.
Experience supporting technical, product, go-to-market, and/or operational teams.
Experience with organizational design, workforce planning, talent reviews, or succession planning.
Experience building manager training, tools, or enablement programs.
Experience with equity compensation and compensation philosophy or structure.
Experience managing employee immigration matters in partnership with outside counsel.

Responsibilities

HR business partnership: Build trusted relationships with teams, leaders, and managers, understanding their organizations, goals, and challenges to translate business needs into practical people strategies that improve team effectiveness and organizational performance.
Manager coaching: Coach managers through performance, development, team effectiveness, organizational changes, difficult conversations, and employee relations, helping them develop the skills to lead their teams effectively.
Performance management: Own and evolve the company-wide approach to performance management, including goal setting, review cycles, calibration, manager enablement, and ongoing performance practices, to continually improve talent identification, evaluation, development, and retention.
Compensation: Partner with People leadership on compensation strategy and own key elements of compensation planning and review cycles, including benchmarking, analysis, manager guidance, and decision support, ensuring a competitive, equitable, scalable, and aligned approach.
Organizational effectiveness: Partner with leaders on organizational design, talent planning, employee development, retention, engagement, and evolving workforce needs, identifying patterns and proactively addressing organizational challenges.
Employee relations & compliance: Navigate complex and sensitive employee matters with sound judgment, objectivity, and empathy, partnering with People leadership and legal counsel to balance employee experience, business needs, consistency, and risk.
People programs & systems: Identify opportunities to strengthen, simplify, and scale operations by building and improving People programs, processes, and tools that reduce administrative work and enhance employee and manager experiences.
People insights: Utilize employee data, feedback, and business context to identify trends, surface risks and opportunities, and help leaders make informed decisions about their organizations.
Immigration: Oversee employee immigration matters in partnership with employees, managers, and external counsel, managing cases and timelines to navigate immigration decisions thoughtfully and consistently.