Senior HRBP

Factory•San Francisco, CA

1d•Onsite

About The Position

As Factory scales through hyper-growth off the back of our Series C, we are seeking a Founding HRBP to serve as a trusted partner to leaders across the org. This is a foundational role: you’ll provide hands-on partnership while helping build the HRBP function itself - the frameworks, playbooks, and practices that become its backbone as the company scales.

Requirements

8+ years in HR, with a strong track record as an HRBP or People Partner in high-growth, fast-paced tech companies.
Strong business acumen - you understand how the company makes money and decisions well enough to be a credible partner to functional leaders.
Curious and a real problem solver - you work root causes instead of pattern-matching to the nearest existing policy.
Genuinely employee-focused - you build for the people using the systems you design.
Excellent interpersonal and communication skills; able to build trust at all levels of the company.
Comfortable operating in both strategic and hands-on capacities in a dynamic, fast-changing environment.
Experience partnering with Finance on headcount planning and compensation strategy.

Responsibilities

Advise functional leaders on org design, workforce planning, and growth plans as the company scales.
Own headcount planning and data integrity for your client groups.
Partner with leadership to build the playbooks and frameworks for org design, performance calibration, comp cycles, career ladders, headcount - that become the foundation for the HRBP function as it grows.
Serve as a trusted advisor on employee relations, exercising judgment on what’s a coaching moment, a policy issue, or an escalation.
Coach leaders and managers on performance, feedback, and people leadership, building trust and transparency.
Contribute to L&D, People Program, and Total Rewards initiatives.
Run performance reviews and the comp cycle for your client groups end to end - calibration, consistency, communication.
Bring a data- and metrics-driven approach - attrition, span of control, performance distribution to flag org risk before it becomes a retention problem.
Use AI tools, including Factory’s own product, as a core part of how you operate - dogfooding what we build.
Operate at both altitudes: build durable systems while running the day-to-day operational load, often in the same week.