Senior People Business Partner

Tribe AI

5d • $160,000 - $200,000 • Remote

About The Position

We're growing quickly, and we're building the manager support and infrastructure to scale ahead of our manager population, not behind it. We're hiring a Senior People Business Partner to help build that: coaching managers, building the enablement that makes good management repeatable, supporting managers and employees through the moments that matter, and helping shape the culture of a distributed, services-based company, all in service of a business that is well supported through its people.
You'll be a senior collaborator across our people partner function, owning employee relations for the managers and teams you support. You'll also build the programs and policy behind it: spotting patterns, building proactively to address them, and driving adoption so new programs take hold. You're a strategic, relationship-minded partner who sees a need, raises it, and brings a solution, and you're comfortable getting into the details.

Requirements

• 7+ years in HR business partnering at a high-growth company
• Depth of experience in performance management, organizational development, and manager enablement
• Depth in employee relations, with the judgment to know when to bring in the right expertise
• Evidence-based: you use data and specifics to make people decisions and defend them
• A builder with a record of designing programs that stick, who names it when one doesn't and iterates thoughtfully and quickly
• Change management experience that drives adoption, not just launch
• Business acumen: you understand how the business works and tie people work to outcomes
• You see a need, raise it, and bring a solution
• You value close partnership and collaboration
• Fluent with AI tools in your own work, with a point of view on how they change people programs
• Experience supporting distributed teams across countries, with working knowledge of employment law in the places you've supported

Nice To Haves

• Experience building manager training or a learning and development program from scratch
• Exposure to compensation and rewards, such as leveling, bands, and comp cycles
• Experience with Rippling or a comparable HRIS

Responsibilities

• Partner with a defined set of managers and leaders on team health, performance, and growth
• Run regular manager check-ins and coach managers on leading their teams well
• Build and run manager enablement: the toolkit, training, and resources that make good management repeatable
• Partner with the People Operations Lead on our AI-native, evidence-based performance process, from design through manager support and calibration
• Support leveling and promotion practices as the company grows
• Support managers in setting clear expectations and developing their teams
• Partner with managers and new hires through the first 30, 60, and 90 days: setting expectations, checking in, and making sure both sides are set up to succeed
• Own employee relations for the managers and teams you support, with care and consistency
• Handle sensitive moments and conversations with long-term judgment
• Help build culture in a distributed, services-based company: remote work principles, connection, and the rituals that make us feel like one team
• Build our learning and development approach, working with external partners for skills training
• Run the listening mechanisms that tell us how managers and employees are doing, and turn what you hear into action
• Build and run people programs and policy, from design through rollout
• Identify patterns and themes across managers and teams, and proactively action-plan to address them
• Lead change management that drives adoption, so new programs and policy take hold
• Tie people programs to business outcomes and show their impact
• Advise on team structure, role design, and workforce planning alongside the People Operations Lead and Finance
• Partner with Talent on leveling and onboarding of senior hires, and with account and staffing leads on growth paths

Benefits

• Impact: You shape how managers manage at a company that is scaling several-fold
• Ownership: You help build the partnering function rather than inherit it
• Opportunity: Rethink how people partnering works in an AI-native company, and define what it looks like in practice
• Scope: Manager partnership, employee relations, culture, and learning in the same role
• Culture: A team that prizes intellectual growth, learning, and being challenged in a supportive environment

What This Job Offers

• Job Type: Full-time
• Career Level: Senior
• Education Level: No Education Listed