People Business Partner

Stealth-mode Battery Startup•San Jose, CA

1d•$170,000 - $195,000•Hybrid

About The Position

We are looking for our first People Business Partner. This person will be tasked with driving the build out of internal infrastructure which supports our leaders, managers, and teams to do their best work as we scale. This is a senior individual-contributor role for an experienced People generalist who can move comfortably between strategy and execution. You’ll advise leaders on organizational and talent decisions, coach managers through the everyday challenges of leading teams, and take ownership of company-wide People initiatives. You’ll also pitch in wherever needed—whether that means navigating a sensitive employee situation, improving a core process, or turning an ambiguous business need into a practical program. As our first People Business Partner, you won’t inherit a finished playbook. You’ll help create one. You’ll partner closely with Talent, People Operations, business leaders, and the VP, People to establish a trusted, scalable model that fits the needs of a growing startup.

Requirements

8+ years of progressive experience across People, HR business partnering, or related generalist roles.
Experience in a high-growth startup or similarly fast-changing environment.
Working knowledge of employment law and employee-relations practices in California.
Significant experience coaching managers, including new and first-time managers, through real-world leadership and performance challenges.
Demonstrated ability to independently lead a strategic People or organizational initiative from concept through execution.
Broad HR knowledge, including performance management, employee relations, organizational design, talent planning, and core employment practices.
Experience handling complex or sensitive employee situations with empathy, discretion, and appropriate risk awareness.
A low-ego, collaborative approach and genuine willingness to do what a growing company needs.

Responsibilities

Partner with the business to build trusted relationships with leaders and managers, developing a strong understanding of their teams, goals, and organizational challenges.
Translate company priorities into practical talent, organizational, and People plans.
Advise leaders on workforce planning, organizational design, team effectiveness, role clarity, and change management.
Use employee feedback, People data, and business context to identify trends and recommend action.
Serve as a hands-on coach to managers, with particular emphasis on helping new and first-time managers build confidence and sound leadership habits.
Guide managers through feedback, performance expectations, career conversations, team dynamics, and difficult conversations.
Design and deliver practical manager resources, workshops, and development experiences.
Own one or more high-impact, company-wide People initiatives from problem definition through implementation and iteration.
Help evolve programs such as performance management, manager development, engagement, career development, workforce planning, or organizational effectiveness.
Develop solutions that are appropriately lightweight for today and able to scale with the company.
Advise on employee relations matters with sound judgment, discretion, consistency, and care.
Support performance review, talent planning, compensation, promotion, and engagement cycles.
Partner with People Operations, Recruiting, Finance, Legal, and other teams to ensure a coordinated employee experience.