People Partner - Software & Platform

Fluidstack•San Francsisco, CA

1d•$195,000 - $315,000•Hybrid

About The Position

Fluidstack is seeking an experienced, kind, and thorough People Partner to embed within its technical departments, focusing on people and performance matters. This role is crucial for supporting engineering, product, and infrastructure leaders, especially during rapid hiring and organizational change. The People Partner will nurture, coach, and develop colleagues, focusing on both macro and micro development to ensure optimal performance in healthy, scalable ways. This involves direct coaching, strategic planning, and navigating team dynamics. The role emphasizes employee advocacy and holistic solutions, grounded in a growth mindset and building trusting relationships. It is not a compliance role but sits at the intersection of people and performance, helping managers improve their practices by working alongside them. Regular travel to FluidStack offices and team locations is expected.

Requirements

Love of learning and intense curiosity about how people and teams work.
Kindness and care in how you engage with colleagues, especially during difficult conversations.
Design thinking and problem-solving skills, looking for holistic solutions.
Clarity, approachability, and precision in communication.
Experience partnering closely with managers and influencing how leaders manage their people.
Understanding of how technical teams work (sprint rhythms, release pressure, IC-to-manager transitions, architecture debates that are people problems).
Ability to hold both accountability and empathy simultaneously.
Skill in reading team dynamics and identifying patterns before they become crises.
Demonstrated experience in an HRBP, People Partner, or similar embedded role supporting technical teams.
Experience influencing manager behavior and improving team outcomes in technical environments.

Nice To Haves

Experience partnering with engineering orgs through hypergrowth.
Navigated specific performance challenges of technical teams (evaluating IC output, supporting managers through tough conversations, maintaining standards during rapid hiring).
Background in organizational development, coaching, or applied psychology.
Experience supporting managers through system transitions (new performance frameworks, leveling, comp changes) in technical orgs.

Responsibilities

Complete onboarding and immerse in technical departments, attending meetings and sessions.
Build trust-based relationships with managers and understand team dynamics.
Map current people practices, including performance conversations and onboarding experiences.
Identify key areas for manager support.
Coach managers on performance conversations, feedback delivery, and decision-making.
Partner with the People team to roll out new systems (performance, engagement, onboarding) within technical departments.
Surface department-level people risks to the People team with clear framing and proposed next steps.
Establish regular check-ins with department leadership.
Ensure managers feel supported in people decisions.
Develop a clear picture of people health, including retention risks, development gaps, and team dynamics.
Facilitate the adoption of People systems within technical departments.
Act as a trusted partner, not a compliance function, with technical leaders proactively seeking your input.