Principal HR Business Partner, R&D

BetterUp•Austin, TX

40d•$194,400 - $270,000•Hybrid

About The Position

Let’s face it, a company whose mission is human transformation better have some fresh thinking about the employer/employee relationship. We do. We can’t cram it all in here, but you’ll start noticing it from the first interview. Even our candidate experience is different. And when you get an offer from us (and accept it), you get way more than a paycheck. You get a personal BetterUp Coach, a development plan, a trained and coached manager, the most amazing team you’ve ever met (yes, each with their own personal BetterUp Coach), and most importantly, work that matters. This makes for a remarkably focused and fulfilling work experience. Frankly, it’s not for everyone. But for people with fire in their belly, it’s a game-changing, career-defining, soul-lifting move. Join us and we promise you the most intense and fulfilling years of your career, doing life-changing work in a fun, inventive, soulful culture. If that sounds exciting—and the job description below feels like a fit—we really should start talking. As the Principal HR Business Partner for R&D, you will serve as a transformational consultant and trusted advisor to our Engineering, Product, and Design leadership, operating at the intersection of human capital strategy, organizational architecture, and technical innovation. This is not a traditional HRBP role—you will architect and lead enterprise-wide people transformations that enable our R&D organization to compete at the forefront of AI-enabled product development. You will be the architect of reinvention for our R&D function, bringing deep consulting acumen and systems-level thinking to drive platform transformations, organizational redesigns, and the strategic adoption of AI and data analytics across our talent practices. You'll mobilize multiple functions to retire low-value practices, scale new workflows, and position BetterUp's R&D organization as an industry pace-setter for innovation velocity and engineering excellence. This role requires someone who can see around corners—spotting shifts in technology, talent markets, and organizational needs before they land—and who can translate those insights into data-backed proposals that fundamentally reimagine how our R&D teams are structured, led, and developed.

Requirements

12+ years of HRBP or consulting experience supporting Engineering, Product, or R&D organizations in high-growth tech companies
Led R&D organizations through platform transformations—technical migrations or organizational platform models
Deep organizational design and consulting expertise including systems thinking, change management, and hypothesis-driven problem-solving
Strategic consultant to C-suite/VP leaders influencing complex decisions through data and business acumen
Advanced people analytics skills with AI fluency for HR applications including implementing AI tools and understanding responsible AI principles
Understanding of modern software development
Credibility with technical leaders and ability to engage in architecture and engineering effectiveness conversations
Global/multi-site experience with distributed engineering teams
High-growth environment experience (Series B through IPO)
Strong executive presence and exceptional communication skills
Self-driven, autonomous, and collaborative in ambiguous, fast-paced environments

Responsibilities

Strategic Organizational Design & Consulting
Lead large-scale R&D transformations including platform engineering reorganizations, product-led growth initiatives, and technical architecture realignments that require deep understanding of modern software development methodologies
Architect organizational structures that optimize for speed, innovation, and cross-functional collaboration in complex technical environments—from designing dual-track career ladders to creating new specialized roles for emerging technologies
Serve as internal management consultant to VP+ and C-level R&D leaders on the most complex people challenges
Design and execute end-to-end change strategies for major transitions including global expansion, hybrid/distributed engineering model optimization, and cultural transformation initiatives
Platform Transformation & Technical Organization Expertise
Guide R&D organizations through platform transformation journeys, understanding the talent implications of establishing platform teams
Translate complex technical initiatives (API strategies, infrastructure modernization, DevOps transformation) into organizational design, capability building, and talent acquisition roadmaps
Assess organizational readiness for platform shifts and proactively design workforce planning, skills development, and team restructuring to accelerate technical transformation outcomes
AI & Data-Driven Systems Transformation
Pioneer the adoption of AI and intelligent tooling in all aspects of R&D talent management—from AI-assisted recruiting and skills mapping to predictive attrition modeling and workforce scenario planning
Leverage real-time data and advanced analytics to diagnose systemic organizational health issues, identify leading indicators of performance or engagement concerns, and drive preemptive interventions
Champion responsible AI adoption in talent processes while ensuring ethical use, transparency, and continuous validation of AI-enabled tools and insights
Enterprise-Wide Influence & Strategic Planning
Serve as a critical contributor to functional and enterprise strategic planning, bringing deep R&D domain expertise and forward-looking workforce insights to executive-level conversations
Influence ELT discussions on R&D effectiveness, technical talent strategy, innovation velocity, and competitive positioning in the talent market
Shape company-wide people practices by piloting innovative approaches in R&D that can be scaled enterprise-wide—from continuous performance management to radical transparency to skills-based talent models
Talent Strategy & Workforce Planning
Develop multi-year talent strategies aligned with R&D product roadmaps, including workforce planning for emerging skill needs (AI/ML, platform engineering, data engineering, etc.)
Design capability frameworks and competency models for technical roles that enable clear career progression, accurate leveling, and strategic hiring decisions
Partner with Talent Acquisition to reimagine sourcing strategies, candidate experience, and hiring processes that attract top technical talent in competitive markets
Guide leadership on complex talent decisions including organizational restructuring, reduction-in-force planning, span-of-control optimization, and succession planning for critical technical roles
Leadership Development & Executive Coaching
Provide high-touch coaching and development to VP and Director-level R&D leaders on people leadership, organizational effectiveness, and executive presence
Design and facilitate leadership development programs tailored to the unique challenges of technical leaders (e.g., transitioning from IC to manager, leading through technical uncertainty, building inclusive engineering cultures)
Mentor and develop other HRBPs and People team members, elevating decision-making quality and strategic thinking across the function
Cultivate change resilience in leadership teams during periods of uncertainty, helping technical leaders navigate ambiguity while maintaining team stability and productivity