Senior People Partner, Suno

• 6+ years of experience as a People Partner, with demonstrated depth partnering with senior leaders in a high growth tech environment
• Track record leading complex employee relations investigations and high stakes performance situations independently
• Sophistication in org design, workforce planning, and talent strategy
• Strong grounding in US employment law, including Title VII, ADA, and FMLA; comfortable operating with independence and good judgment at the senior leadership level
• Proven ability to translate company-wide People frameworks into a specific function’s context without losing the intent behind them
• Hands on with AI tools and motivated to build AI enhanced People workflows
• Strong Excel skills and strong analytical fluency with People data. Comfortable building and interpreting your own models, not just reading someone else's dashboard
• Project management skills and a proven record of executing and building things on the go, not just planning them
• Applicants must be eligible to work in the US
• Willingness to travel (up to 10%) to collaborate with team members across Suno office locations

Desirable

• Suno is looking for a Senior People Partner to be the strategic partner for a function or senior leader and their team.
• Reporting to the Director, People Business Partners, you’ll shape org design, talent strategy, and performance systems before decisions are made, not after, bringing judgment forged over years of doing this work to help senior leaders build teams that can keep pace with Suno’s growth
• This is a role for someone who sees People work as performance architecture, not administration, and whose presence measurably improves how the leaders and teams around them operate
• Act as a trusted advisor to leaders and their teams, shaping org design, workforce planning, and talent strategy, and making the tradeoff calls that keep people and business priorities in balance
• Lead complex employee relations matters and high stakes performance situations end to end, helping leaders navigate situations with care, candor, and compliance
• Design and adapt company wide talent development programs from first principles, iterating in the open and working with external partners where needed. Manage the investment behind these programs and measure their impact on employees, not just whether they launched
• Coach leaders and managers through team scaling, reorgs, and performance complexity, questioning the assumptions behind their decisions and staying comfortable operating without a clean playbook
• Build and maintain tools, model and resources in Excel and Claude, using workforce data, sentiment, talent reviews, and outside research, to spot capability gaps, workforce costs, and succession risks. Diagnose the root cause, not just the symptom, and deliver a fix that lasts
• Proactively build relationships across the functions, earning trust through how you show up in the room, mentoring less experienced People partners with a mix of competitive drive and camaraderie that raises the bar for the whole team