Senior People Partner, G&A

Horizon3

10d•$142,000 - $185,000•Remote

About The Position

Horizon3 is a fast-growing, remote cybersecurity company dedicated to the mission of enabling organizations to proactively find, fix and verify exploitable attack vectors before criminals exploit them. Our flagship product, the NodeZeroTM platform, delivers production-safe autonomous pentests and other key assessment operations that scale across the largest internal, external, cloud, and hybrid cloud environments. NodeZero has been adopted by organizations of all sizes, from small educational institutions to government agencies and Global 100 enterprises. It is used by IT Ops/SecOps teams, consulting pentesters, and MSSPs and MSPs. We are a fusion of former U.S. Special Operations cyber operators, startup engineers & operators, and formerly frustrated cybersecurity practitioners. We're committed to helping solve our common security problems: ineffective security tools and false positives, resulting in alert fatigue, blind spots, "checkbox” security culture, cybersecurity skills shortage, and the long lead time and expense of hiring outside consultants. Collectively, we are a team of learn it alls, committed to a culture of respect, collaboration, ownership, and results. We are looking for an experienced, strategic HR Business Partner who operates with conviction and urgency to help Horizon3 scale through its next phase of growth. You will partner with leaders across corporate functions such as Finance, Legal, and IT/Security to build the organizational structure, leadership capability, and talent strategies needed to support a rapidly growing global business. This role requires proven experience supporting high-velocity growth and leading organizational design and workforce planning. You understand how corporate functions evolve as a business scales and can help leaders anticipate capability gaps, clarify accountability, and sequence investments to balance growth, efficiency, and operational discipline. Working alongside a growing team of HRBPs and People Ops partners, you will translate business priorities into practical people strategies and drive execution. You bring the judgment to advise senior executives, the confidence to challenge assumptions, and the willingness to work hands-on as we build.

Requirements

7–10+ years of progressive HR experience, including substantial HRBP experience in a technology company through high-velocity growth and global expansion.
Demonstrated success helping corporate functions build the talent, leadership, and organizational capacity needed to support new markets and a growing international footprint.
Strong organizational design experience, including defining global versus regional responsibilities, clarifying decision-making ownership, and evolving structures as business complexity increases.
Experience advising CFOs and other senior functional leaders, with the business acumen and confidence to challenge assumptions, navigate tradeoffs, and influence decisions.
Strong coaching and change management skills, with experience guiding leaders through international team growth, leadership transitions, and shifts in organizational responsibilities.
A track record of strengthening performance, succession planning, and leadership development.
The ability to turn workforce and business data into clear recommendations, identify risks early, and move between strategic advising and hands-on execution.
Sound judgment, comfort with ambiguity, and a bias for action, paired with the candor, discretion, and follow-through needed to earn trust across cultures and time zones.

Responsibilities

Serving as a trusted advisor to G&A executives, translating global expansion priorities into organizational structures, leadership capabilities, and talent plans that enable the business to scale.
Leading organizational design for global corporate functions, clarifying what should be centralized, regional, or local and establishing clear accountability across teams and geographies.
Partnering with Finance, Legal, IT/Security, and People Ops to anticipate the capabilities and staffing required for new market entry, entity expansion, and increasing international complexity.
Building workforce plans across growth scenarios, prioritizing critical roles, evaluating talent locations, and sequencing hiring to establish capacity ahead of business needs.
Helping leaders evolve G&A operating models to support a larger global footprint, strengthening cross-functional coordination, regional coverage, and service delivery.
Coaching executives and managers on leading globally distributed teams, delegating effectively, and maintaining consistent performance expectations across regions.
Guiding organizational change as functions expand, including new leadership layers, regional responsibilities, reporting relationships, and transitions in ownership.
Leading talent reviews and succession planning to strengthen the global leadership bench, reduce dependency on key individuals, and develop talent for broader scope.
Driving performance management grounded in role expectations and business impact, ensuring standards are applied consistently and thoughtfully across geographies.
Using workforce, retention, engagement, and performance data to surface capacity constraints and organizational risks early and guide investment decisions.
Partnering with People Ops, Legal, and regional experts to navigate employee relations, compensation, and local employment considerations as the company enters and scales in new markets.
Partnering with Talent Development and People Ops to build onboarding and manager development programs that accelerate productivity and strengthen collaboration across a growing global organization.