Human Resources Business Partner

We need to output HTML fragment with sections: About the role? Actually the posting includes "About Basis" (company description) then "What You'll Be Doing", "Partner With Team Leaders", "Own The Employee Lifecycle", "Deepen the Function and Enable The Team", "What You’ll Bring", "What We’d Love To See", "Benefits At Basis". Also maybe "Success Looks Like"? Actually there is "What Success Looks Like" paragraph before Benefits. So we need to include sections only if they have real content. Use

for section headings. Use

• for any list of duties/requirements/benefits. Use

  for prose. We must not repeat job title as heading (the page already shows it). No Job ID. Remove boilerplate, navigation, legal, EEO, etc. There's none. We need to preserve all substantive info. So we need to include all paragraphs and bullet lists. Let's parse content: - "About Basis Basis builds real agents that do real work in the real economy. Our agents operate for hours at a time, performing end-to-end work for some of the largest accounting firms in the world. We recently raised $100M at >$1B valuation and are racing to deploy the most advanced applied ML at production scale. Our investors include: Khosla Ventures (Keith Rabois & Vinod Khosla), Accel (Miles Clements), Google Ventures, Nat Friedman & Daniel Gross, Adam D'Angelo, Jeff Dean, Jack Altman, Noam Brown, Kyle Vogt, Amjad Masad, Clem Delangue and many other operators/technical leaders. "Basis is on the frontier of building production-grade, long-horizon agents. They've pushed the limits of what we thought our models could do on real-world, economically valuable, complex accounting tasks. They've been a great collaborator in helping us shape what the future of agents looks like." — Prashant Mital, Applied AI Lead, OpenAI" That's company description. Could be a section "About Basis". Use

  About Basis

  then

  ...

  . - "What You'll Be Doing Basis is looking for a People Business Partner to help scale the people systems behind our next stage of growth. You'll advise leaders on organization design, workforce planning, performance, manager development, employee relations, and organizational health. This role reports to the People Ops Lead. You'll operate as a strategic thought partner and a hands-on builder - embedded closely enough with your teams to know their roadmap, their metrics, and their people. You'll bring a point of view, not a playbook. This is a high-ownership role for someone who combines People fundamentals with systems thinking, strong business judgment, and the credibility to move senior leaders. You should enjoy operating close to the business while helping define what great partnership looks like here" That's a paragraph. Could be under

  What You'll Be Doing

  . - Then bullet list "Partner With Team Leaders" with subpoints: "Act as a trusted advisor to leaders across the organization - ability to influence is key", "Coach managers on feedback, performance, team health, and leadership effectiveness", "Build deep fluency in your teams' goals so your guidance is grounded in real business context". Actually the text: "Partner With Team Leaders Act as a trusted advisor to leaders across the organization - ability to influence is keyCoach managers on feedback, performance, team health, and leadership effectivenessBuild deep fluency in your teams' goals so your guidance is grounded in real business context". It seems missing punctuation. We'll treat each as bullet. - Then "Own The Employee Lifecycle" with subpoints: "Partner crossfunctionally to improve employee experience across onboarding, engagement, retention, and development", "Lead career and growth planning conversations and manage performance cycles end to end — communications, timelines, feedback quality, and calibration", "Navigate employee relations and sensitive situations with judgment, empathy, and pragmatism". So bullet list. - Then "Deepen the Function and Enable The Team" with subpoints: "Lead coaching conversations and workshops that sharpen how managers develop their teams - define what every Basis manager is accountable for, and build the programming that gets them there", "Extend our people infrastructure and operating rhythms so they get stronger with scale, not more manual", "Use data and trends across your teams to spot organizational risk early and recommend action before it compounds". So bullet list. - Then "What You’ll Bring" with bullet list: "3–5+ years in HR business partnering or people operations, with a track record of owning performance management and employee relations independently at a high-growth company", "Strong expertise in performance, calibration, manager coaching, and employee relations, and the judgment to know what a given situation actually calls for", "A systems mindset: you can take a process that works and make it scale - clearer workflows, better data, tighter rhythms - and you know the difference between that and just adding steps", "A bias for action. You don't wait for perfect information; you set a direction, ship something, and iterate on what you learn", "The ability to influence senior leaders through credibility and partnership, not process", "Range across the employee lifecycle, and the discretion the work requires". So bullet list. - Then "What We’d Love To See" bullet list: "You've built and taught manager programming in a company adding managers quickly, and you know which part of the curriculum actually changes behavior.", "You've run calibration that holds up across teams doing very different work, not just facilitated one team's session.", "You've helped build job architecture or career ladders and lived with the first promotion cycle that used them.", "Real experience using AI for people work - feedback synthesis, cycle preparation, policy drafting, analytics - and a view on where it helps and where it erodes trust", "Fluency partnering with technical teams and with a fast-scaling go-to-market org, which need very different things from you.", "Comfort partnering with outside immigration counsel to keep a sponsored population current — petitions, extensions, and filing timelines — on a team where sponsorship is common rather than exceptional." - Then "What Success Looks Like" paragraph: "Leaders bring you into decisions early because your advice reflects the business contextPerformance and promotion decisions are timely, well documented, and consistentManagers address feedback and performance concerns early and clearlyPeople processes scale without unnecessary administrative work". Actually it's a run-on sentence but we can keep as paragraph. - Then "Benefits At Basis" with bullet list: "Health & Wellness: Premium Medical, Dental, and Vision coverage; Life Insurance; and 6 coaching & 6 therapy sessions through Spring Health.", "Basis will cover 100% of your Wellhub Gold membership.", "Wellhub gives you access to gyms like Lifetime, SoulCycle, NYSC and so many more - as well as access to wellness apps like Strava & Headspace!", "Time off: Unlimited PTO + 12 paid company holidays.", "In-Office Perks: Daily meal stipends, a fully stocked kitchen, and $300 toward your custom desk setup.", "Financial Benefits: Pre-tax commuter benefits and 401(k) retirement plan", "Team Culture: Monthly office activities and frequent optional team happy hours.", "Parental Leave". Actually "Parental Leave" maybe a bullet with no detail; but it's substantive? It says just "Parental Leave". Could be considered a benefit but no detail. According to rule: 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. For Benefits section, we have real content except the last bullet "Parental Leave" which is vague but still states a benefit (maybe they offer parental leave). It's not placeholder like "TBD". It's a benefit. So we can keep it. We must not include Pay or Schedule sections because not mentioned. We must not repeat job title as heading. We must output only HTML fragment. Thus structure:

  About Basis

  ...

  What You'll Be Doing

  ...

  Partner With Team Leaders

  • Act as a trusted advisor to leaders across the organization - ability to influence is key
  • Coach managers on feedback, performance, team health, and leadership effectiveness
  • Build deep fluency in your teams' goals so your guidance is grounded in real business context

  Own The Employee Lifecycle

  • Partner crossfunctionally to improve employee experience across onboarding, engagement, retention, and development
  • Lead career and growth planning conversations and manage performance cycles end to end — communications, timelines, feedback quality, and calibration
  • Navigate employee relations and sensitive situations with judgment, empathy, and pragmatism

  Deepen the Function and Enable The Team

  • Lead coaching conversations and workshops that sharpen how managers develop their teams - define what every Basis manager is accountable for, and build the programming that gets them there
  • Extend our people infrastructure and operating rhythms so they get stronger with scale, not more manual
  • Use data and trends across your teams to spot organizational risk early and recommend action before it compounds

  What You’ll Bring

  • 3–5+ years in HR business partnering or people operations, with a track record of owning performance management and employee relations independently at a high-growth company
  • Strong expertise in performance, calibration, manager coaching, and employee relations, and the judgment to know what a given situation actually calls for
  • A systems mindset: you can take a process that works and make it scale - clearer workflows, better data, tighter rhythms - and you know the difference between that and just adding steps
  • A bias for action. You don't wait for perfect information; you set a direction, ship something, and iterate on what you learn
  • The ability to influence senior leaders through credibility and partnership, not process
  • Range across the employee lifecycle, and the discretion the work requires

  What We’d Love To See

  • You've built and taught manager programming in a company adding managers quickly, and you know which part of the curriculum actually changes behavior.
  • You've run calibration that holds up across teams doing very different work, not just facilitated one team's session.
  • You've helped build job architecture or career ladders and lived with the first promotion cycle that used them.
  • Real experience using AI for people work - feedback synthesis, cycle preparation, policy drafting, analytics - and a view on where it helps and where it erodes trust
  • Fluency partnering with technical teams and with a fast-scaling go-to-market org, which need very different things from you.
  • Comfort partnering with outside immigration counsel to keep a sponsored population current — petitions, extensions, and filing timelines — on a team where sponsorship is common rather than exceptional.

  What Success Looks Like

  Leaders bring you into decisions early because your advice reflects the business context. Performance and promotion decisions are timely, well documented, and consistent. Managers address feedback and performance concerns early and clearly. People processes scale without unnecessary administrative work.

  Benefits At Basis

  • Health & Wellness: Premium Medical, Dental, and Vision coverage; Life Insurance; and 6 coaching & 6 therapy sessions through Spring Health.
  • Basis will cover 100% of your Wellhub Gold membership.
  • Wellhub gives you access to gyms like Lifetime, SoulCycle, NYSC and so many more - as well as access to wellness apps like Strava & Headspace!