Senior Human Resources Business Partner
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Job Description
Senior HR Business Partner building culture, performance, and People Operations systems. Supporting Protege’s secure AI training-data exchange platform through scalable people programs.
Responsibilities:
- Partner with leaders across Engineering, GTM, and Operations on people plans, organization design, workforce planning, and team health
- Coach managers on expectations, feedback, performance recognition, underperformance, and high-performing teams
- Own and improve the employee lifecycle, including onboarding, performance management, promotions, development, and offboarding
- Lead People programs including performance reviews, calibration, engagement and feedback mechanisms, manager enablement, and employee communications
- Define and reinforce Protege’s culture of ownership, urgency, rigorous execution, kindness, and candor
- Partner with the executive team and hiring managers on compensation, leveling, and promotion decisions
- Serve as a confidential resource for employees and managers and navigate employee relations, conflict, and sensitive situations
- Build scalable People Operations infrastructure, including policies, HRIS practices, compliance documentation, and manager resources
- Partner with Talent on hiring, interviewing, and candidate experience
- Ensure people practices remain compliant across jurisdictions, engaging outside counsel when appropriate
- Build the culture and performance agenda, own core People programs, launch performance and feedback foundations, lead company-wide calibration, and deliver People roadmaps
Requirements:
- Significant HRBP or People leadership experience in a high-growth, high-accountability startup environment—ideally in technology, AI, data, or another fast-moving, complex business
- Demonstrated record of building and scaling people programs, including performance management, manager enablement, employee engagement, compensation, leveling, and employee lifecycle operations
- Strong business judgment and ability to connect people work directly to company priorities, team effectiveness, and business outcomes
- Ability to operate independently in an ambiguous environment and create structure quickly without overengineering
- Proven ability to earn credibility with executives, managers, and individual contributors
- Direct, thoughtful communication style and confidence to challenge leaders, provide difficult feedback, and navigate conflict with care
- Strong knowledge of employment-law and compliance fundamentals
- Willingness to operate at every altitude, from advising on team design to resolving employee issues and building manager resources
- High bar for discretion, follow-through, operational excellence, and impact
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