Senior Human Resources Business Partner, Axion Ray

• Experience operating as a People Partner or HRBP supporting multiple departments or leadership teams within a high-growth, fast-changing environment
• Proven success building or formalizing people programs from scratch, such as performance reviews, leveling frameworks, or management training
• Strong track record of coaching managers through sensitive employee relations, performance, or organizational challenges. Demonstrated ability to drive clarity and structure in environments with little precedent or process
• Experience collaborating cross-functionally with Recruiting, Finance, and Operations on organizational design and compensation reviews
• Adept at using data and feedback to inform strategic people decisions and measure program effectiveness

Desirable

• Axion is looking for a Senior HR Business Partner to help shape the next chapter of our growth by building the foundational people infrastructure that will power our team through scale
• This is a high-impact, hands-on role for a builder who thrives in fast-moving, unstructured environments and is eager to design programs that don’t yet exist
• You’ll work directly with senior leaders across Product, Engineering, GTM, and Operations to establish core people systems and management practices—from the first formal performance review cycle to manager training, goal-setting, and feedback rituals. Your work will ensure our culture scales intentionally as our company grows
• This is an opportunity to make a lasting mark by creating the frameworks, processes, and leadership capabilities that define how Axion operates and leads
• Act as a trusted advisor and coach to leaders across Product, Engineering, GTM, and Operations, helping them navigate performance, feedback, and team development challenges
• Partner with the executive team to shape Axion’s long-term people strategy — advising on culture, engagement, retention, and leadership effectiveness
• Design and implement foundational people programs — including performance management, manager enablement, leveling frameworks, and feedback systems — to support scale
• Establish consistent management rhythms such as goal setting, 1:1 frameworks, and review cycles that drive accountability and growth
• Own the end-to-end employee experience, from onboarding through offboarding, ensuring every touchpoint reflects Axion’s values and culture
• Build scalable feedback loops and employee listening mechanisms (e.g., pulse surveys, stay interviews, exit feedback) that turn insight into action
• Develop playbooks, training content, and toolkits that strengthen manager capability and drive consistency across teams
• Collaborate cross-functionally with Recruiting, Finance, and Operations on workforce planning, compensation alignment, and organizational initiatives
• Use people data and qualitative insights to identify trends, flag leadership risks, and inform proactive retention and engagement strategies