Senior People Partner, Tech

Lightning AI•San Francisco, NY

11d•Hybrid

About The Position

We're building an AI-native company, which means the way we hire, grow, and support our people has to move as fast as our product. We're looking for a Senior People Partner to embed with our engineering and technical leadership, a strategic thinker who makes org design, talent decisions, and complex people moments feel clear instead of chaotic. This isn't a purely advisory seat. You'll own high-stakes situations end-to-end, from a tricky leveling call to a sensitive exit, while also building the muscle and systems that let our technical leaders make great people decisions on their own. You'll join a small, high-leverage People team where your judgment shapes how a fast-scaling, distributed engineering and Neocloud org actually works. If you love being close to the technical org, translating ambiguity into structure, and being trusted with the hard stuff, this is your seat.

Requirements

8+ years in People Partnering or HRBP roles, with real depth partnering directly with engineering or technical orgs
A track record of influencing senior technical leaders on org design, performance, and talent decisions
Sharp employee relations judgment and a demonstrated ability to own and resolve high-stakes, complex situations
Experience driving comp, promotion, and leveling decisions in technical environments
Experience supporting globally distributed technical teams and navigating multi-country complexity
A builder's instinct for ambiguity, comfortable moving fast while creating practical structure and clarity
Excellent communication and influencing skills with senior, highly technical audiences
Exposure to international employment models or global expansion work

Nice To Haves

Deep familiarity with career frameworks and compensation models for engineering orgs
Experience building or evolving people systems inside a scaling, AI-native or deep-tech company
Experience supporting globally distributed engineering organizations specifically
SPHR or comparable certification
A track record of designing or improving compliance-focused programs that measurably reduce organizational risk

Responsibilities

Partner directly with technical leaders to drive clear, consistent calls on org design, team structure, leveling, promotions, and comp
Own complex employee relations and performance situations end-to-end: coaching leaders through performance management, role transitions, and exits with care and rigor
Level up manager capability across the technical org: sharper feedback, better performance conversations, stronger talent decisions
Partner with Talent to raise the bar on hiring quality: role design, leveling frameworks, and evaluation practices for technical roles
Spot friction and risk in people processes before they become problems, and build pragmatic, scalable fixes alongside Legal, Total Rewards, and Finance