Staff People and Learning Partner

Arc Boats•Torrance, CA

8d•Onsite

About The Position

Arc is on a mission to electrify the marine industry by rethinking powertrains, software, and vessel designs. The company has proven its technology with consumers and is now scaling production and extending its platform to commercial applications with signed contracts and a strong pipeline. The Staff People and Learning Partner will be responsible for the people strategy for the Sales, Service, and G&A organizations, as well as building manager development and career growth systems for the entire company. This role involves acting as a trusted advisor to leaders, designing and facilitating training, and building career pathways. The position requires a significant focus on learning and development, particularly for managers and individual contributors. The role is not a coordinator position but one that requires ownership of curriculum, facilitation, and impact measurement. The Staff People Partner will report to the Senior Staff People Partner and collaborate closely with functional leaders across exempt corporate teams, commissioned sales, and a field-based service organization. The ideal candidate is passionate about the mission, moves fast, takes ownership, and cares about details. This is a full-time, on-site role at the Los Angeles headquarters.

Requirements

Experience as a People Partner or HRBP supporting go-to-market, service, or corporate functions, including direct support of director-level and above leaders (typically 8+ years of progressive People experience, though strong performance outweighs years).
Demonstrated experience building a manager training or leadership development program from scratch — needs analysis, curriculum design, and live facilitation, not just program administration.
Experience designing and rolling out career frameworks, competency models, or leveling guidelines that employees and managers actually use.
Strong knowledge of CA employment law, wage and hour regulations, compensation practices, and benefits strategies.
Proven ability to conduct and document employee relations investigations independently and defensibly.
Experience in people analytics and leveraging data to inform decision-making.
Ability to influence without authority at every level, from front-line supervisors to the executive team, adapting your approach to the audience.
Ability to work on-site at our Los Angeles headquarters.

Nice To Haves

Experience in a high-growth manufacturing, hardware, automotive, or aerospace environment.
Background supporting a commissioned sales team, including partnering on comp plan design, or a field-based service organization.
Experience supporting a workforce that spans exempt corporate, non-exempt production, and traveling field employees.
Formal training or certification in coaching, instructional design, or facilitation.
Proficiency with an HRIS and LMS at the implementation level, not just as an end user.
Experience standing up a People function's operating rhythm during rapid headcount scaling.

Responsibilities

Partnering with leaders across Sales, Service, and G&A on organizational design, headcount planning, reporting structures, and spans of control as those teams scale.
Coaching managers through the full performance cycle: goal setting, calibration, feedback, promotion cases, and performance improvement, grounded in Arc's leveling guidelines.
Conducting employee relations investigations end-to-end, counseling employees and leadership.
Leading terminations and role changes with dignity, and owning communication with the teams they affect.
Advising on California employment law, wage and hour compliance, and compensation practices across a mixed exempt, non-exempt, and commissioned population.
Translating people data - attrition, engagement, promotion velocity - into insights leaders act on, and presenting the case behind them.
Leading change management for policy, program, and process rollouts, preparing managers before their teams hear the news and serving as a source of stability through it.
Providing constructive pushback and playing devil's advocate when it's warranted, then owning the communication and execution of the decision even when it differs from your own view.
Building and facilitating Arc's manager development curriculum, from first-time supervisor fundamentals through senior topics like coaching, delegation, difficult conversations, and performance calibration.
Designing career pathways for individual contributors that make Arc's leveling framework concrete: what impact looks like at each level, which skills close the gap, and how to build them.
Running skills gap analyses with functional leaders and turning them into learning roadmaps tied to business priorities rather than training for training's sake.
Facilitating live workshops, cohort programs, and onboarding content yourself, supplementing with outside vendors only where they clearly outperform.
Measuring program effectiveness against behavior change and business outcomes, then iterating on what the data tells you.
Building the templates, documentation, and systems that let these programs scale beyond you, so managers in Engineering and Production can run the same playbooks without your calendar as the bottleneck.
Mentoring junior members of the People team and contributing to their professional and career growth.

Benefits

Highly competitive equity grants
Semi-annual bonuses tied to impact
99% employer-paid medical, dental, and vision
14 weeks fully paid parental leave for birthing and non-birthing parents
Highly competitive PTO with an opportunity to earn more time with tenure
Life and disability insurance for all employees
Traditional and Roth 401(k) access
$500 annual water fund
$500 annual reimbursement for professional development
Monthly AI stipend
Annual reimbursement for PPE, ergonomic equipment and anything that ensures we keep our crew safe
Training and access to take Arc boats out with friends and family
Daily lunches, snacks, and good coffee while onsite
Relocation assistance (depending on role eligibility)