Principal People Partner

Remitly•Seattle, WA

1d•$148,000 - $175,000•Hybrid

About The Position

At Remitly, we believe everyone deserves the freedom to access, move, and manage their money wherever life takes them. Since 2011, we’ve tirelessly delivered on our promise to customers sending money globally, providing secure, simple, and reliable ways to manage their money with peace of mind. We’re looking for builders, reimaginers, and global thinkers who want to work at the intersection of technology, trust, and transformation. If you’re excited to redefine how work gets done through AI, automation, and operational excellence, we’d love to meet you. We are hiring a Principal People Partner, based in Seattle, to report to our Director, People Partners and support a portfolio of Remitly's most technical and fastest-moving organizations. This is a unique opportunity for a builder. As Remitly enters its next phase of growth, you will help design the next version of our organization — a more AI-enabled, global, and multi-product company. You'll partner closely with business leaders to identify gaps and create mechanisms to move faster, scale effectively, and win in increasingly competitive markets. Success in this role requires strong business acumen, sound judgment, and a bias for action. You'll bring a forward-looking perspective, challenge the status quo, and help translate business strategy into organizational outcomes that enable long-term growth. This is a senior individual contributor role.

Requirements

10+ years of progressive HR experience, with significant time as a senior HRBP in a high-growth tech or fintech environment
Proven track record as the senior-most People Partner to a technical organization — engineering, product, or data — influencing at the leadership table without positional authority
Experience partnering with multiple senior leaders at once, and prioritizing well across a broad, ambiguous portfolio
Track record of building mechanisms and tools utilizing AI
Deep expertise in Employee Relations, including complex investigations, performance management, and multi-jurisdiction employment law compliance
Strong background in organizational design and change management in fast-paced, ambiguous environments
Experience owning full talent management cycles: performance, succession, leadership development, and engagement
Experience supporting 0→1 or incubation teams, and comfort with the difference between running a new bet and running a mature org
AI-curious and tech-forward. Comfort with AI tools and people analytics platforms, and a record of using data to drive smarter decisions, not just to report on them
Systematic thinker with a data-driven approach to spotting trends, diagnosing root causes, and measuring impact
Strong business acumen. You understand how the business makes money and connect people strategy directly to business outcomes
Courageous and direct. You give honest feedback at every level, including up, and you do it with care
High tolerance for ambiguity and changing business direction. You create clarity in a complex, multi-stakeholder environment
Mission-aligned. You connect with what Remitly is doing for its customers and their communities

Responsibilities

Establish trusted relationships with senior leaders in your portfolio as a thought partner who understands their business, their goals, and their challenges
Bring the org and talent implications of a business decision forward proactively and provide clear recommendations and guide leaders through decisions where the trade-offs are complex.
Partner across Talent Acquisition, People Operations, Total Rewards, and Learning & Development to deliver integrated solutions that drive business outcomes — keeping the business needs at the forefront
Partner with your leaders to design organizations built for the next phase of growth, not just today's headcount
Guide leaders through workforce planning, organizational design, succession planning, and team effectiveness decisions
Challenge assumptions and bring data, judgment, and business context to organizational and talent decisions
Model AI-forward working, and translate what AI means concretely for engineering and product roles in your portfolio
Partner with leaders to build high-performing teams and strengthen leadership effectiveness across your portfolio
Guide leaders through organizational change and high-stakes conversations
Analyze and improve employee engagement, performance, and the end-to-end employee experience
Identify systemic themes across employee relations cases and proactively address root causes before they become organizational risks
Advise and coach leaders on complex situations including performance management, workplace investigations, conflict resolution, and organizational change
Partner with Legal and Compliance to ensure adherence to employment laws across the geographies your teams sit in, including the US and Canada
Set the technical bar as a senior HR practitioner, producing work that serves as a benchmark for other People Partners
Build the tools, templates, and mechanisms that make the whole team better, not just your own portfolio
Own or co-own a global People Partner program or process, such as position management, talent review, or manager enablement
Mentor less experienced People Partners, and raise the bar on how the team uses data and AI