Principal People Partner

Remitly•Seattle, WA

4d•$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 someone who combines strong judgment with a builder's mindset. 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 understand what they are trying to accomplish, identify the organizational and talent challenges that matter most, and build practical solutions and mechanisms that help teams move faster and operate more effectively. You'll bring strong business acumen, curiosity, and a bias for action. You'll challenge assumptions, simplify where we can, and help translate business strategy into organizational outcomes. You'll be comfortable stepping into ambiguous problems, working across boundaries and borders, and accelerating business goals. This is a senior individual contributor role for someone who brings deep People expertise and a willingness to rethink ways of working.

Requirements

10+ years of progressive HR experience, with significant experience as a senior People Partner in a high-growth technology, fintech, or similarly complex global environment
Experience serving as a senior People Partner to technical organizations such as engineering, product, or data, and influencing senior leaders without relying on positional authority
Experience supporting multiple senior leaders and prioritizing effectively across a broad, fast-moving, and ambiguous portfolio
Deep expertise in employee relations, including complex investigations, performance management, organizational change, and multi-jurisdiction employment matters
Strong organizational design, workforce planning, and change management experience
Experience across the talent lifecycle, including performance, succession, leadership development, and engagement
Experience supporting both 0→1 or incubation teams and scaled organizations, with an understanding that different stages of a business require different operating models
Evidence of building and improving mechanisms, tools, or services—and using technology and AI where it can meaningfully improve how work gets done
Strong business acumen. You understand how the business works, what drives its success, and connect organizational and talent decisions to business outcomes.
High judgment. You navigate complex situations where there isn't an obvious answer, balancing business context, people considerations, risk, and long-term organizational health.
A builder and simplifier. You look for root causes, question unnecessary complexity, and build practical solutions that can scale.
Data-driven and systematic. You use data to identify patterns, challenge assumptions, make better decisions, and understand whether something is working.
Technology-forward and AI-curious. You actively experiment with new tools and look for thoughtful ways technology can simplify work, improve decisions, and increase the leverage of teams.
Direct and constructive. You challenge assumptions and give honest feedback at every level, including to senior leaders, while maintaining trust and strong relationships.
Comfortable with change. You create clarity and make progress even when priorities, organizations, or answers are evolving.
Highly collaborative. You care more about solving the problem than owning it and work easily across functional boundaries.
Connected to our mission. You understand that better organizations ultimately enable us to build better products and experiences for our customers.

Responsibilities

Develop a deep understanding of the businesses and teams you support—their strategy, customers, goals, operating model, and challenges.
Build trusted relationships with senior leaders and bring clear recommendations to organizational and talent decisions, particularly where the trade-offs are complex.
Help leaders design organizations for where the business is going, not simply where it is today. Ask the questions that matter: Is ownership clear? Are teams structured around the right outcomes? What is slowing us down? What capabilities will we need next?
Partner with leaders to build small, empowered teams with clear ownership and accountability.
Look for opportunities to simplify structures, strengthen decision-making, and bring functions closer together when it improves speed and outcomes.
Help leaders think intentionally about where teams and capabilities should sit, recognizing the benefits of proximity, time-zone alignment, and staying close to customers and the business.
Help leaders navigate the evolution of technology and AI by identifying where technology can simplify work, automate repetitive tasks, improve access to information, and create capacity for higher-value work.
Experiment with new tools, learn quickly, and translate emerging capabilities into practical improvements for teams and managers.
Help managers build the judgment, tools, and confidence to carry their responsibility for performance, feedback, talent decisions, development, and team health well.
Provide direct coaching and expertise when situations are complex, while simplifying processes and increasing manager and employee self-service where it makes sense.
Bring sound judgment to organizational change, workforce decisions, performance, employee relations, succession, leadership effectiveness, and team dynamics.
Partner across People, Talent Acquisition, Total Rewards, Legal, Finance, and other teams to bring the right expertise to the problem.
Provide leadership on complex employee relations matters, including investigations, performance management, and employment considerations across the geographies you support.
Look beyond the immediate issue to identify patterns and root causes. Where we can solve something structurally rather than repeatedly, help us do that.
Treat People practices and services with a product mindset: understand the need, simplify the experience, build useful mechanisms, and continue improving them.
Build tools and approaches that benefit more than the teams you directly support. Share what works, mentor other People team members and help raise the bar on how the team uses data, technology, and judgment.