Partner 34, HRBP, New Media

a16z•Menlo Park, CA

7d•$286,000 - $334,000

About The Position

Founded in Silicon Valley in 2009 by Marc Andreessen and Ben Horowitz, Andreessen Horowitz (aka a16z) is a venture capital firm that backs bold entrepreneurs building the future through technology. We are stage agnostic . We invest in seed to venture to growth-stage technology companies, across AI , bio + healthcare , consumer , crypto , enterprise , fintech , games , and companies building toward American dynamism . a16z has $90B under management across multiple funds. We’ve established a team that is defined by respect for the entrepreneur and the company-building process; we know what it’s like to be in the founder’s shoes. We’ve invested in companies like Anduril, Airbnb, Coinbase, Cursor, Databricks, Deel, Figma, GitHub, Roblox, SpaceX, and Stripe. Our team is at the forefront of new technology, helping founders and their companies impact and change the world. The Role As a member of the HR organization, you’ll partner directly with New Media leadership to drive the People strategy that enables their business goals. You’ll operate as a trusted advisor to senior leadership and a resource to employees while tailoring centralized HR programs to the team’s unique needs. To join our team, you should be excited to: Org Strategy & Planning: Advise leadership on org structure, roles, and change management to adapt to evolving business needs Manager Enablement: Support manager development and provide coaching and guidance to managers on situations that arise. Help equip managers to reinforce the culture of the firm and the team Program & Process Enablement: Customize and implement centralized HR programs and processes (e.g. performance, compensation, onboarding, engagement, leaves, etc.) for each client group, ensuring alignment with the firm and serving the needs for each client group. Collaborate with the central HR Operations team on programs and process improvements Employee Relations: Serve as a point of escalation and thought partner on complex employee relations; investigate in partnership with Legal and HR Ops. Proactively identify and escalate risk Compensation: Partner with senior leadership to set compensation and participation within new funds. Lead compensation planning cycles for client groups, providing actionable insights to leaders and ensuring changes are clearly communicated Hiring & Onboarding: In partnership with Internal Recruiting, translate headcount plans into recruiting priorities and align on profiles, interview plans and decision standards. Coach hiring managers to provide an effective onboarding experience for new hires Culture: Partner with leaders to evaluate & articulate team norms, decision mechanisms, and operating cadences

Requirements

At least 7+ years of HR experience within a high-growth company or business unit, preferably in the technology space, but flexible to other sectors
Strong working knowledge of all HR functional areas including recruiting, training and development, employee relations, performance management, compensation, and benefits
Knowledge of HR compliance and regulations and industry best practices
Experience as a Divisional HR leader, or Business Partner driving programs against the specific business needs
Ability to partner and collaborate closely with senior leadership on the finance and operations side
Detail oriented with strong verbal and communication skills
Low ego, high empathy, and the capacity to collaborate effectively

Responsibilities

Advise leadership on org structure, roles, and change management to adapt to evolving business needs
Support manager development and provide coaching and guidance to managers on situations that arise.
Help equip managers to reinforce the culture of the firm and the team
Customize and implement centralized HR programs and processes (e.g. performance, compensation, onboarding, engagement, leaves, etc.) for each client group, ensuring alignment with the firm and serving the needs for each client group.
Collaborate with the central HR Operations team on programs and process improvements
Serve as a point of escalation and thought partner on complex employee relations; investigate in partnership with Legal and HR Ops.
Proactively identify and escalate risk
Partner with senior leadership to set compensation and participation within new funds.
Lead compensation planning cycles for client groups, providing actionable insights to leaders and ensuring changes are clearly communicated
In partnership with Internal Recruiting, translate headcount plans into recruiting priorities and align on profiles, interview plans and decision standards.
Coach hiring managers to provide an effective onboarding experience for new hires
Partner with leaders to evaluate & articulate team norms, decision mechanisms, and operating cadences