HR Business Partner, Flock
Tech
$120-140k
+ Equity
More information about location
Public safety operating system
Be an early applicant
Public safety operating system
1001+ employees
Be an early applicant
$120-140k
+ Equity
More information about location
1001+ employees
Company mission
To create safer, happier communities and cities by pre-emptively fighting crime.
Role
Who you are
- 5+ years of progressive HRBP experience, ideally in a high-growth product or engineering-driven environment
- Experience partnering with technical or engineering teams, with a strong understanding of how product organizations scale
- Proven ability to manage complex employee relations matters, performance management, and high-stakes talent decisions with sound judgment and objectivity
- Comfortable using data (attrition, engagement, performance trends) to inform recommendations and drive clear action
- Ability to operate with urgency in fast-moving environments — cutting through ambiguity and making well-reasoned decisions quickly
- Strong written and verbal communication skills; able to deliver direct feedback and influence leaders at multiple levels
- Bias toward execution, ownership, and operational excellence with strong attention to detail
- Experience with HRIS systems (Rippling experience a plus)
- Strong alignment with Flock Safety’s Core Values and mission
What the job involves
- Flock Safety is looking for an HR Business Partner to help scale our Engineering organization by driving high performance with clarity and consistency
- This role is about moving quickly on real people challenges – partnering with engineering leaders on talent decisions, performance management, org design, and employee relations to ensure decisions are fair, objective, and aligned with the long-term health of the business
- You build trust through strong judgment, direct feedback, and consistent follow-through
- You’re comfortable operating alongside engineering teams in fast-moving, high-accountability environments and can help leaders make clear, high-bar talent decisions without slowing execution
- You bring structure to ambiguity, stay objective when situations are complex, and comfortable having the hard conversations required to maintain performance standards
- Serve as the primary HRBP for our Engineering organization, acting as the first point of contact for complex People related issues — including performance management, employee relations, investigations, and terminations
- Partner closely with engineering leaders and embed yourself in the business so you can provide practical coaching that drives clarity, accountability, and forward momentum
- Lead rigorous talent processes, including calibrations, promotions, and performance improvement, ensuring decisions are fair, consistent, and aligned with a high-performance bar
- Monitor the health of the engineering org through attrition trends, engagement data, stay/exit insights, and performance outcomes — translating signals into clear, actionable recommendations
- Partner cross-functionally with Finance, Recruiting, Total Rewards, and People Operations to ensure seamless execution across hiring, leveling, compensation, and employee lifecycle processes
- Build trusted relationships with both managers and engineers, serving as a steady, objective advisor who can navigate nuanced people challenges with urgency and professionalism
- While Engineering will be the primary focus, this role may expand to support additional teams or international populations as the business scales
- First 30 Days - learn the business, build credibility
- Deeply embed in the Engineering organization — understand product roadmaps, org structure, technical domains, delivery cadence, and leadership dynamics
- Build relationships with key engineering leaders and establish a regular operating cadence (1:1s, staff meetings, talent reviews)
- Assess current talent processes (performance management, leveling, promotions, ER patterns) and identify immediate risk areas or gaps
- Establish yourself as a trusted, pragmatic thought partner — responsive, clear, and execution-focused
- First 60 days - take ownership, raise the bar
- Fully own HRBP support for Engineering, serving as the primary advisor on performance, org design, and complex employee situations
- Lead or support active talent decisions (calibrations, performance improvement, promotions) with rigor and consistency
- Identify opportunities to bring more structure and repeatability to talent processes without slowing product velocity
- Begin synthesizing trends across attrition, engagement, and performance to surface clear, actionable insights for leadership
- 90 Days and beyond - drive scale, influence outcomes
- Deliver a clear point of view on the health of the Engineering org — strengths, risks, talent gaps, and structural opportunities
- Implement scalable, high-leverage improvements to performance management, org design, or talent decision-making where needed
- Build strong, trust-based relationships with leaders and key engineers so you can coach, challenge, and influence effectively — even in high-stakes moments
- Establish a reputation as a steady, objective partner who helps Engineering move faster and make better people decisions, not slower
Our take
Public vehicle surveillance provides valuable insights to emergency services for the prevention of crime, but bringing information together to create leads is difficult. There's no standardised system for inter-city vehicle surveillance, and this makes it difficult for communities and law enforcement services to work together.
Flock provides surveillance equipment that aims to improve the abilities of law enforcement and homeowner associations to communicate data with each other. The company focuses on vehicle surveillance, innovating on existing technology by using machine learning to categorise vehicles by color, license plate, state, and other data points.
Whilst automated surveillance equipment is used daily within federal police forces, Flock builds technology systems that provide a means for smaller law enforcement agencies to quantify and share surveillance data easily. The company has raised strong funding to support the expansion of its manufacturing capabilities. But it has also faced a large dose of backlash from groups and individuals who are concerned about its capability for mass surveillance and the privacy of the data it collects.
Steph
Company Specialist at Welcome to the Jungle
Insights
40% employee growth in 12 months
Company
Funding (last 2 of 10 rounds)
Mar 2025
$275m
LATE VC
Mar 2024
$200m
SERIES G
Total funding: $857.8m
Company benefits
- 🌴Use what you need PTO: We seriously mean it, plus 11 company holidays and your birthday off!
- ⚕️Fully-paid health benefits plan for employees: including Medical, Dental, and Vision and an HSA match
- 👪Family Leave: We provide 16 weeks of 100% paid leave for primary caregivers and 12 weeks of 100% paid leave for secondary caregivers
- 🍼Fertility & Family Benefits: We have partnered with Maven, a complete digital health benefit for starting and raising a family. We will reimburse $10,000 a year for adoption, surrogacy, or infertility
- 🧠Mental Health: All employees receive an annual subscription to Headspace
- 💖Caregiver Support: We have partnered with Cariloop to provide our employees with caregiver support
- 💸Carta Tax Advisor: Employees receive 1:1 sessions with Equity Tax Advisors who can address individual grants, model tax scenarios, and answer general questions
- 💻WFH Stipend: $150 per month to cover the costs of working from home
- 📚L&D Stipend: $250 per year to use on Audible, Calm, Masterclass, Duolingo, Grammarly and so much more
- 🏠Home Office Stipend: A one-time $750 to help you create your dream office
- 🏢Coworking Space: If you’re not local to our ATL HQ, we’ll provide $250 a month to get you set up with an All Access Membership to WeWork (or a local coworking space in your area)
- 🐾Pet Insurance: We’ve partnered with Pumpkin to provide insurance for our employee’s fur babies
Company HQ
Home Park, Atlanta, GA
Leadership
Garrett Langley
(Founder & CEO)They worked in Computer Services freelance for over 6 years before joining Firethorn in 2015, and Clutch Technologies in 2014. They left their position as President of Moment LLC to found Flock Safety in April 2017.
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