HR Business Partner, Lambda

• Proven Experience: Minimum of 5+ years of HR Business Partner experience, with at least 3+ years working directly with high-performing engineering teams
• Emotional Intelligence: Extremely high EQ and a deep understanding of the dynamics within high-performance teams. Able to coach, influence, and challenge teams and leaders in ways that drive better outcomes
• Strategic and Tactical Balance: Able to seamlessly transition between strategic initiatives and day-to-day HR operations. Comfortable providing both big-picture guidance and hands-on support for executing key HR functions
• People-Centric Approach: A true coach at heart, with a mindset of building and maintaining a high-performance "sports team" culture, not just a family-like environment. You value talent, are relentless in your pursuit of excellence, and understand the importance of high standards in hiring and team development
• Critical Thinker: Strong sense of common sense and the ability to question the status quo when outcomes aren’t meeting expectations. You have the courage to take risks and challenge norms to build an exceptional team
• Organizational Expertise: You possess the ability to diagnose organizational issues and provide pragmatic solutions that drive both individual and collective performance
• Inclusive Leadership: Experience in driving diversity, equity, and inclusion initiatives that support high-performing teams and create an environment where all employees feel valued and heard
• Strong Communication Skills: Excellent communication, time management, and organizational skills, enabling you to manage multiple priorities effectively and communicate clearly with senior leadership, team members, and stakeholders
• Confidentiality and Discretion: Ability to manage sensitive and confidential information with the highest degree of professionalism and integrity
• Solid experience in HR roles, particularly in supporting high-performance engineering teams
• High emotional intelligence, with the ability to effectively navigate complex interpersonal dynamics and coach leaders
• A coach-like mindset, with a focus on building high-performing teams and achieving business outcomes
• Courage to challenge the status quo and ask tough questions in the pursuit of excellence

Desirable

• Champion Culture and Values: Act as a key driver in promoting and integrating our culture, mission, values, and purpose across teams. Ensure these are embedded into all HR processes and initiatives, especially when it comes to hiring, performance management, and team dynamics
• Strategic HR Partnering: Provide HR partnership to high-performing engineering teams, with a strong focus on the team’s goals, business needs, and challenges. Become deeply embedded in team activities and dynamics, not just at the team level but across the organization. Engage in team meetings to stay informed and identify blind spots that impact team cohesion, performance, and morale
• Support Team Leadership: Act as a trusted advisor to team leaders, offering guidance on executing key initiatives and providing a fresh perspective on team dynamics and individual performance. Help leaders assess how their teams are working together, offering feedback on interpersonal relationships, conflict resolution, and ways to build a stronger team culture
• Execution of HR Strategy: Develop and execute HR strategies tailored to the unique needs of engineering teams, ensuring alignment with broader business objectives. Serve as a thought partner to leadership on how to optimize team performance through workforce planning, talent development, and succession planning
• Performance Management: Provide consistent performance management support to leaders, ensuring they are equipped to handle coaching, counseling, and career development. Actively monitor team performance and provide constructive feedback to help leaders make informed decisions on promotions, development, and performance improvement
• Talent Acquisition and Development: Take an active role in the hiring process, specifically in culture interviews, ensuring that new hires align with team values and bring the necessary talent to drive business success. Work with leaders to refine the interview process and raise the hiring bar across the organization
• Interpersonal Relationships and Conflict Resolution: Focus on understanding the interpersonal dynamics within teams. Use your high emotional intelligence (EQ) to coach individuals and teams on how to collaborate more effectively and resolve conflicts in a constructive way
• Organizational Debugging: Work closely with leadership to identify and address any organizational issues or inefficiencies that may hinder team performance. Challenge the status quo and bring common-sense, innovative solutions to improve organizational effectiveness
• Drive Values Through Leadership: Influence who is hired, promoted, and let go based on our core values. Ensure that HR decisions align with the broader mission and values, and be courageous in driving organizational change and improvements
• Employee Relations and Legal Compliance: Manage and resolve complex employee relations issues with a focus on fairness and transparency. Ensure compliance with legal requirements, while providing guidance and support in handling sensitive employee matters
• Metrics and Insights: Partner with the broader HR team to analyze trends and metrics that will drive improvements in team performance, engagement, and retention. Use data to provide actionable insights for continuous improvement
• Deeply Informed: The HRBP is expected to sit in on team meetings and stay fully informed about team dynamics and key business priorities. This involvement helps in providing relevant, real-time advice and offering an external perspective that helps leaders address blind spots
• Performance Partnership: You will be a critical partner in supporting leaders’ performance and team performance. This includes being a sounding board for leaders and helping them evaluate the performance of individuals and teams, as well as assisting in developing strategies to enhance effectiveness
• Interpersonal Focus: The ability to focus on interpersonal relationships within teams, providing guidance on improving collaboration, resolving conflicts, and improving communication among team members
• Proactive Talent Strategy: Actively involved in all interview loops, specifically the culture interview, to ensure new hires are aligned with the team's values and bring the right skills to meet the business’s needs