HR Business Partner - Technology

Mill•San Bruno, CA

5d•$185,000 - $210,000

About The Position

Mill is a waste prevention technology company focused on keeping food in the food system and out of landfills. It builds smart systems and infrastructure for homes, businesses, and municipalities to turn food scraps into valuable resources. The HR Business Partner will initially support hardware, software, and product teams, partnering with engineering leaders on team growth, management practices, and performance. As the company grows, the role is expected to support other teams across Mill. The position reports to the Head of People and works closely with Recruiting and People Operations.

Requirements

10+ years of experience as an HR business partner or HR generalist.
Credibility with technical leaders and comfort having direct conversations with them.
Hands-on experience coaching managers and running performance and talent review cycles.
Sound judgment in employee relations, including knowing when to involve Legal or a specialist.
Comfort with ambiguity and ability to move between strategic and detailed work.
Ability to use data to communicate a clear story to small groups and the whole company.
Working knowledge of US employment law and work authorization, including visa sponsorship and renewals.
Interest in Mill's mission to prevent waste.

Nice To Haves

Experience supporting engineering, hardware, or product teams in a growing company.
Experience supporting teams in more than one country.

Responsibilities

Advise engineering and product leaders on team design, hiring plans, performance, and employee relations.
Coach managers on setting expectations, providing direct feedback, and developing their teams.
Lead engineering performance, promotion, and talent review cycles, including calibration across hardware and software.
Partner with Recruiting on engineering hiring plans, role levels, and new-hire ramp-up.
Partner with Legal and outside counsel on engineering-team work authorization, including visa renewals and sponsorship.
Help leaders plan team changes for launch, including backup plans for critical roles.
Develop manager-development materials for technical leaders.
Use data such as attrition, ramp time, and engagement to identify issues and propose practical solutions.
Help shape the company's performance and compensation philosophy.
Participate in company-wide People initiatives and take on other projects as the company grows.
Build relationships with engineering and product leaders and identify where People support is most needed.
Help create hiring, succession, and ramp-up plans for critical engineering roles with Recruiting and the head of engineering.