HRBP

Obsidian Security•Palo Alto, CA

About The Position

As an HR Business Partner (HRBP) at Obsidian Security, you will be a trusted advisor to leaders and a strategic driver of people outcomes across the business. You’ll partner closely with managers and cross-functional stakeholders to scale high-performing teams, strengthen leadership practices, and build programs that support a rapidly growing and globally distributed organization. This role is ideal for someone who thrives in fast-paced environments, can flex between strategic and hands-on execution, and brings sound judgment, empathy, and strong business acumen.

Requirements

8+ years of progressive HR experience, including 3+ years of direct HRBP or People Partner responsibilities
Experience partnering with leaders in fast-paced, scaling startup or high-growth tech organizations
Strong knowledge of performance management, employee relations, organizational design, and manager coaching
Ability to balance empathy and business needs while delivering consistent, high-integrity guidance
Strong communication skills and executive presence with the ability to influence and build trust quickly

Nice To Haves

Experience supporting technical functions (Engineering, Product, Security/IT) and/or GTM teams (Sales, Customer Success, Marketing)
Experience with globally distributed teams
Comfort operating in ambiguity and building processed and structure where it doesn’t yet exist
Savvy with HR analytics and using data to drive decisions
Experience preparing teams and practices for scale, audits, and IPO readiness

Responsibilities

Partner with functional leaders to develop and execute people strategies aligned to business goals and rapid growth plans.
Provide coaching and consultation to managers on organizational effectiveness, team performance, leadership development, and culture.
Use data and insights (e.g., engagement, attrition, performance, hiring trends) to inform recommendations and influence outcomes.
Drive performance management processes including goal setting, reviews, calibration, feedback practices, and performance improvement plans.
Partner with leaders to identify and develop high-potential talent, succession plans, and growth opportunities across teams.
Collaborate with Talent Acquisition and business leaders to forecast hiring needs, improve onboarding, and scale for growth.
Guide managers through complex employee situations with fairness, consistency, and strong compliance/risk awareness.
Lead investigations, conflict resolution, and sensitive issues as needed with sound discretion and professionalism.
Ensure managers and teams understand and follow People policies, employment practices, and change management approaches.
Spearhead organizational design work, role clarity, operational changes, and leadership transitions as teams scale.
Drive change management efforts, ensuring teams are supported through growth, restructuring, or evolving business priorities.
Promote a culture of high performance, inclusion, and accountability while supporting employee experience and engagement.
Partner with the People team to build, launch and evolve programs (performance management, engagement surveys, manager enablement, learning initiatives, etc).