HR Business Partner, EPD

We need to output HTML fragment with sections: About the role? The posting includes "Role Overview" and "Role Requirements" and "You Could Be a Great Fit If" etc. Also Benefits and Compensation Range. Need to follow rules: use

for section headings (e.g., About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). Use

• for any list of duties/requirements/benefits, and

  for prose. Do NOT repeat job title as heading. Do NOT put Job ID / requisition numbers as headings — fold minor metadata into short

  or drop it. Preserve ALL substantive information; do NOT invent or summarize away detail. Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. IMPORTANT: include a section ONLY when the posting has real, specific content for it — never emit a heading followed by filler/placeholder text (e.g., "commensurate with experience", "not specified", "N/A", "varies", "TBD") and never create Pay/Schedule/Benefits sections unless the posting actually states them. Prefer a few substantive sections over many thin ones. Output ONLY the HTML fragment — no /, no markdown code fences. We need to decide which sections to include: About the role (role overview), Responsibilities? Not explicit responsibilities list; but role overview includes description. Could treat as About the role. Requirements: we have Role Requirements list (EPD Partnership, Strategic HR partner, etc.) That's a list. Also "You Could Be a Great Fit If" list (qualifications/skills). Could combine as Requirements or Qualifications. Benefits: we have Benefits section with bullet points. Pay: we have Compensation Range: $160K - $220K. Schedule: not mentioned. So we should not include Schedule. We need to avoid filler like "commensurate with experience". Not present. We need to remove EEO boilerplate etc. Also remove "We review all applications..." etc (application instructions). Also remove "Take your time..." etc. Also remove "We aren’t able to take calls..." etc. Also remove "Interview Process Role" maybe? It's part of process but maybe considered application instructions? The instruction says remove application instructions. The interview process details might be considered part of process but could be kept? The instruction says remove application instructions. The interview process is not exactly application instructions but could be considered part of hiring process. Safer to remove? The instruction: "Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions." Interview process details could be considered part of application instructions? Might be borderline. Safer to keep? The instruction says "application instructions" like "please submit before the application deadline!" etc. The interview process is not exactly instruction to apply but details of process. I'd keep it as it's substantive. However we need to avoid duplication. We'll keep a section maybe "Interview Process". But the allowed headings list does not include Interview Process; we can still use

  for any section heading? The instruction says use

  for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It gives examples but not exclusive. Likely we should stick to those headings. But we could still use

  for other headings; they didn't forbid. However they said "use

  for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." That suggests we should use those headings when appropriate. For Interview Process maybe not needed. Could omit. We need to preserve all substantive information. The interview process details are substantive but maybe not required. However we could incorporate into About the role? Not ideal. Safer to include a section "Interview Process" with

  . It's not in the list but still a heading; they didn't forbid other headings. The instruction: "Use

  for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." This could be interpreted as you should use

  for headings, and examples given. Not exclusive. So we can use

  for Interview Process. We need to avoid duplication: there is also "About Ashby" section describing company. That's substantive. Could be a section "About the company" or "About Ashby". Not in list but okay. We need to avoid legal/EEO boilerplate: remove the EEO paragraph. We need to avoid duplicated lines: there may be duplicates like "We’re building the next generation of recruiting software..." appears only once. We need to output only HTML fragment. Let's extract content: Intro: Hannah leads People Operations etc. That's about team. Could be part of About the role? Might be considered background. We'll keep as prose under About the role. Role Overview paragraph(s): "We are looking for an experienced HR Business Partner (HRBP) to play a key role in supporting Ashby’s next phase of growth. You will collaborate closely with our EPD teams to provide proactive guidance across critical areas that drive our success. Fostering employee development, cultivating a high-performance culture, and ensuring competitive and equitable compensation structures should all be equally as important to you. As an HRBP for EPD, you will translate business objectives into a people strategy that aligns with Ashby’s long-term goals. You’ll serve as a trusted strategic advisor to leaders, helping to align people ops strategies with overall business goals while also diving into the details to ensure our processes and procedures run smoothly. We’re a growing startup, so there’s a lot to accomplish! You'll be able to seamlessly transition between strategic projects and administrative tasks, offering support to the team wherever needed. In this role, you’ll have the opportunity to contribute to a high impact team that is rethinking the way PeopleOps can and should function, while shaping an exceptional workplace culture for our global team." That's prose. Role Requirements: list of bullet points (each bold heading). We'll convert to

  • each. Then "You Could Be a Great Fit If" list: also bullet points with emojis. We'll convert to list. Then "This Role May Not Be a Fit If" list: also bullet points. Then "Bonus Points If You Have": list. Then "About Ashby": description. Then "Benefits": bullet list. Then "Compensation Range: $160K - $220K": we need a Pay section with that info. We should not include Schedule. We need to avoid duplicating content: The "Role Overview" and "Role Requirements" and "You Could Be a Great Fit If" etc are separate. We need to ensure we preserve all substantive information: include all bullet points. We need to format as HTML. Let's craft:

    About the role

    ... (intro + role overview)

    Requirements

    • EPD Partnership: You have experience supporting Engineering, Product, and Design organizations in high-growth environments. You understand the unique dynamics of technical teams and are comfortable partnering with leaders on the people and organizational challenges that come with scaling technical teams.
    • Strategic HR partner: Building strong relationships with functional leaders, establishing credibility and trust as a strategic HR partner is at your core. You proactively assess team, manager, and company needs, provide recommendations, and implement solutions
    • People Operations Expertise: You’ll bring deep knowledge of People Ops/HR functions, including compensation, benefits, performance management, employee relations, and compliance
    • Strategic Thinking: You have the ability to translate business objectives into actionable people strategies
    • Strong Communicator: You have excellent written and verbal communication skills. You can effectively convey information to all stakeholders and have the ability to present and facilitate discussions clearly and confidently.
    • Compensation Expertise: You have a proven track record of scaling compensation frameworks, including levels and bands across global teams. You know how to use market data to ensure competitive and equitable compensation strategies.
    • Performance Management: You have deep experience building and evolving performance management practices. You are comfortable coaching managers through difficult performance conversations and helping build scalable approaches that align with company culture and operating principles.
    • Training and Development: You have experience building and scaling internal training programs, specifically for management teams. You are comfortable facilitating topics to all levels of employees.
    • Employee Relations & Risk Management: You offer guidance to leaders in managing sensitive employee situations. As needed, you act as a mediator and investigate escalated issues. You stay up to date on legal requirements related to employment and regulatory compliance, partnering with legal counsel as needed to mitigate risk.

    Qualifications

    • You have deep experience (~8 years) with HR/People Ops, including supporting EPD teams through periods of meaningful growth and change.
    • You can demonstrate strong written and verbal communication skills, with an emphasis in coaching, facilitation, and policy development.
    • You bring a strong business acumen and principled approach to decision-making, balancing business outcomes with employee experience, risk, and long-term scalability.
    • You are flexible in your approach and avoid rigid adherence to past playbooks or overly process-heavy solutions.
    • A fast-paced environment with a balance of strategic and hands-on execution energizes you.
    • You can balance working both independently and in a team environment.
    • Your experience includes supporting a globally distributed and asynchronous workforce.
    • You have expertise in US employment law, compensation frameworks, and training and development programs.
    • Continuous Improvement is core to how you operate - you are detail oriented and continuously look for ways to improve processes, procedures, and team effectiveness.
    • Successfully managing complex employee relations issues is one of your strengths.
    • You have experience using HRIS, compensation management tools, and other HR tools to drive operational excellence.

    Bonus Points

    • An advanced degree in HR, business or organizational development
    • An HR certification (PHR, SPHR, SHRM-CP, SHRM-SCP)
    • Experience working with globally distributed teams

    This Role May Not Be a Fit If

    • You’re looking to simply bring processes or programs from previous roles and implement them here. While past experience is valuable, you'll need to apply principled thinking to assess what would work well for Ashby.
    • Working independently feels uncomfortable and you require a significant amount of guidance in how to perform your job.
    • Having difficult conversations with all levels of employees makes you uneasy
    • You shy away from ambiguity - preferring structured, pre-defined assignments.
    • You prefer working with a single team instead of multiple teams.

    About Ashby

    We’re building the next generation of recruiting software and we’re starting with a suite of products that helps talent leaders, recruiters, and hiring managers run an efficient and data-driven hiring process. We are well funded and backed by great investors, including Y Combinator, Elad Gil and Lachy Groom. We have thousands of amazing customers including Snowflake, OpenAI, Shopify, Ramp, Notion, and Zapier (and many others who we cannot name!). Our growth and retention metrics are best-in-class among our peers: we have tens of millions in ARR, growing >100% year over year, very low churn, and many years of runway. We’ll share more details once we meet.