Staff HR Business Partner

Tenstorrent•Toronto, ON

5h•$100,000 - $500,000•Remote

About The Position

Tenstorrent is leading the industry on cutting-edge AI technology, revolutionizing performance expectations, ease of use, and cost efficiency. With AI redefining the computing paradigm, solutions must evolve to unify innovations in software models, compilers, platforms, networking, and semiconductors. Our diverse team of technologists have developed a high performance RISC-V CPU from scratch, and share a passion for AI and a deep desire to build the best AI platform possible. We value collaboration, curiosity, and a commitment to solving hard problems. We are growing our team and looking for contributors of all seniorities. Tenstorrent is growing fast, and our leaders keep having to change how they operate to keep up. As a Staff HR Business Partner, you'll work directly with senior leaders across our North America teams on the people side of that growth: org design, leveling, performance and calibration, sensitive employee matters, and the hard conversations in between. You'll join a small HRBP team with no layers of specialists behind it. You'll own problems from start to finish and help build how this function works as you go. This role is remote, based anywhere in the United States or Canada. We welcome candidates at various experience levels for this role. During the interview process, candidates will be assessed for the appropriate level, and offers will align with that level, which may differ from the one in this posting.

Requirements

An HRBP who has partnered directly with VP-level leaders and supported a full function or large org, ideally at a company somewhere between a few hundred and a few thousand people.
Hands-on. You've run investigations, calibration cycles, reorgs and sensitive exits yourself rather than handing them to a specialist team.
Willing to tell a senior leader something hard about their org, or about them, and then stay to help them act on it.
Curious about technical work. You can explain what your client org builds and why it's hard, and that understanding shows up in your people decisions.

Nice To Haves

Experience supporting sales, go-to-market or operations teams is a plus.

Responsibilities

Get to the real cause of people problems. When leaders are frustrated with each other, find what's underneath (a missing role, an unowned handoff, unclear decision rights) and fix that.
Help leaders change how they work as the company grows, including on issues that cross into orgs you don't directly support.
Make org design, leveling, performance and promotion calls that are fair and hold up when they're challenged.
Get leaders who want different things to a decision they'll all carry out, and put the broader team's outcome ahead of any one client group.