Staff People Partner

Anaconda, Inc.

9h•$122,000 - $211,250

About The Position

Anaconda is seeking an experienced Staff People Partner to help managers navigate complex people decisions and employee situations across the company. This role primarily partners with Managers and Directors and owns complex individual employee matters across all departments at Anaconda. While our People Business Partners focus on executive partnership, organizational strategy, workforce planning, and broader talent priorities, the Staff People Partner helps translate that context into action with managers and employees. You'll coach managers through performance challenges, lead employee relations matters, support individual talent and compensation decisions, and navigate complex situations requiring strong judgment across multiple People disciplines. This role is also designed for a modern, AI-enabled People practitioner. You'll use AI as a core part of how you work; helping you synthesize information, identify patterns, prepare managers, improve documentation, accelerate research, and manage a broad portfolio of work with greater speed and quality. The goal isn't to automate human judgment or sensitive People interactions; it's to use technology to create more capacity for the work that genuinely requires coaching, judgment, and human connection. Success in this role isn't measured simply by resolving the issue in front of you. It's measured by making managers more capable, identifying patterns, improving how work gets done, and creating leverage across the People function.

Requirements

Demonstrated advanced use of generative AI as a core part of day-to-day work, including using AI to synthesize complex information, accelerate research and documentation, improve decision support, and materially increase personal or team capacity
Experience building reusable AI-enabled workflows, prompts, projects, agents, or tools rather than relying solely on one-off prompting
Excellent judgment regarding where AI should and should not be used, particularly with sensitive employee information and consequential People decisions
10+ years experience in HR business partnering, People Partner, employee relations, or similarly consultative People roles
Deep experience independently coaching managers and leaders through complex performance and employee situations
Demonstrated ability to navigate sensitive, ambiguous, and high-stakes employee matters with excellent judgment
Experience partnering effectively with leaders at the Manager, Director, Senior Director, and/or VP level
Experience with individual talent decisions such as promotions, compensation changes, retention, or internal mobility
Strong systems thinking and demonstrated ability to recognize patterns and improve how work gets done, not simply resolve individual issues
Demonstrated ability to influence and collaborate effectively up, down, and across an organization without relying on formal authority
Exceptional communication, follow-through, ownership, and bias to action
You embody our values: Curious by Default, Build Together, Own It, and Lead with Guts and Heart, and our behaviors: Clarity, Care and Candor
You care deeply about fostering an environment where people of all backgrounds and experiences can flourish

Nice To Haves

Experience operating across multiple organizations or business functions rather than within a single dedicated client group
Experience working across Legal, Compensation, People Operations, Finance, and other People specialties to resolve complex situations
Demonstrated success translating patterns from individual employee or manager situations into broader organizational insights or scalable improvements
Experience working in a distributed or global organization with complex employment considerations
A track record of increasing your own or a team's capacity through AI, systems thinking, and redesigned ways of working
Experience working in a fast-paced startup environment
Experience working in an open-source, AI, or data science-oriented company

Responsibilities

Work closely with PBPs and People specialists while maintaining sufficient organizational context to understand business priorities, leadership dynamics, talent risks, and upcoming changes
Act as a conduit of information across the People Team, translating strategy into action while surfacing patterns, emerging risks, and insights from managers and employees
Use AI extensively to synthesize information, identify patterns, prepare for complex conversations, improve documentation, accelerate research, and manage follow-through
Build repeatable AI-enabled workflows, prompts, projects, and tools that increase your own capacity, can create leverage for the broader People Team, and people managers within the organization
Continuously identify work that can be simplified, automated, or AI-enabled so that human time is concentrated on judgment, coaching, relationships, and high-impact decisions
Turn recurring friction into better manager guidance, frameworks, processes, or scalable solutions
Collaborate effectively up, down, and across the organization without creating unnecessary handoffs or dependency
Partner with managers and PBPs on promotions, off-cycle compensation changes, retention requests, internal mobility, and other individual talent decisions
Evaluate requests against company frameworks, precedent, internal equity, business context, and employee impact
Help managers strengthen the thinking behind their recommendations rather than simply processing requests
Support the manager- and employee-level execution of broader talent and organizational decisions
Independently lead employee relations matters requiring investigation, judgment, coaching, or intervention
Assess employee concerns, gather relevant context, develop recommendations, and drive matters through resolution
Navigate complex employee situations that may span accommodations, immigration, location changes, leaves, international employment, compensation, or other People disciplines
Bring in Legal, People specialists, PBPs, or other partners when their expertise or ownership is required while maintaining momentum toward resolution
Coach managers through performance concerns, feedback, development conversations, and performance improvement
Help managers diagnose underlying issues and distinguish between employee performance, management effectiveness, role clarity, and broader organizational factors
Prepare managers for difficult or sensitive conversations while ensuring managers retain ownership of managing their teams
Drive thoughtful, consistent, and well-documented performance decisions and recognize when complexity, risk, seniority, or organizational implications require PBP involvement