People Partner, Render

• 8+ years experience as an HRBP / People Partner supporting engineering or product leaders, with demonstrated credibility with a Head of Engineering or Product
• AI-forward mindset: excited by AI tools, and consistently looking for ways to use them to increase velocity, output, and strategic value
• Proven track record designing and running people programs from scratch, including stakeholder management and measuring real impact (not just activity)
• Strong critical-thinking skills able to distinguish symptoms from root causes, pattern-match and prioritize the highest-leverage actions across teams
• Excellent written and verbal communication; comfortable coaching leaders on messaging, timing, and change management
• A strong ownership orientation holds self accountable for outcomes, seeks and applies feedback, and adjusts approach quickly
• Comfortable navigating difficult partnerships and giving direct feedback, rather than optimizing for harmony, and dissatisfied with the status quo or settling for conventional approaches
• If this role excites you but you don’t meet every single requirement, we’d still love to hear from you—your unique experience might be just what we need

Desirable

• We are looking for a People Partner to join Render’s People team as a strategic partner to our Engineering, Product, and Design (EPD) leaders.
• You’ll combine hands-on HR business partnership with program-design skills to help managers navigate growth, build high-performing teams, and scale people practices as Render grows. This role is based out of our SF office (~3 days/week hybrid)
• Partner directly with EPD managers and leaders as a trusted, hands-on advisor on org health, team dynamics, and performance
• Approach AI as a core productivity partner and proactively use AI to automate scheduling and streamline communications, research, and other daily workflows rather than defaulting to manual processes out of habit or hesitation
• Diagnose organizational health by looking for patterns across teams using survey data, 1:1s, and other signals and translate insights into concrete, prioritized action plans for leaders
• Design and run people programs end-to-end (e.g., manager enablement, onboarding, engagement-survey action planning), driving stakeholder alignment and follow-through to ensure programs actually change behavior
• Coach managers and executive leaders through growth, reorgs, and performance conversations, giving direct and pragmatic feedback including pushing back when needed
• Support engagement survey programs, helping leaders interpret results and align on the highest-priority actions
• Build and scale manager enablement programs (onboarding, training, community) that create leverage for leaders across the company