People Partner - Infrastructure & Physical

About the role

We seek an experienced, kind, and thorough partner to embed and work with Fluidstack’s operations departments on people and performance matters. Initially, your coverage will be broad. As the organization scales, you’ll specialize into a narrower set of departments. In this role, you will nurture, coach, and develop your colleagues, focusing on macro and micro development to ensure they are performing to the best of their ability in healthy, scalable ways.

• First 30 days: Complete onboarding and immerse yourself in the operations departments; sit in on team meetings, 1:1s (with permission), and planning sessions. Build trust-based relationships with managers. Understand team dynamics, pain points, and open questions. Map the current state of people practices across your departments: how are performance conversations happening? What’s the onboarding experience? Where are the gaps?
• By 60 days: Begin active coaching with managers on performance conversations, feedback delivery, and team-level decision-making. Partner with the People team to roll out any new systems (performance, engagement, onboarding) within your departments, adapting for the operational context. Surface department-level people risks to the broader People team with clear framing and proposed next steps. Establish a regular check-in rhythm with department leadership across your coverage area.
• By 90 days: Managers in your departments feel meaningfully more supported in people decisions. You can point to specific conversations or outcomes. You have a clear picture of people health across your coverage area: retention risks, development gaps, team dynamics. You’ve helped at least one People system land well in an operations department — not just deployed, but adopted. You are seen as a trusted partner, not a compliance function. Operations leaders come to you proactively.

Qualifications

Experience partnering with orgs through hypergrowth, where hiring velocity created people challenges faster than systems could absorb them.

Background in organizational development, coaching, or applied psychology.

Experience supporting managers through system transitions (new performance frameworks, comp changes, territory restructuring) in operations orgs specifically.

What You Will Do

First 30 days: Complete onboarding and immerse yourself in the operations departments; sit in on team meetings, 1:1s (with permission), and planning sessions. Build trust-based relationships with managers. Understand team dynamics, pain points, and open questions. Map the current state of people practices across your departments: how are performance conversations happening? What’s the onboarding experience? Where are the gaps?

• By 60 days: Begin active coaching with managers on performance conversations, feedback delivery, and team-level decision-making. Partner with the People team to roll out any new systems (performance, engagement, onboarding) within your departments, adapting for the operational context. Surface department-level people risks to the broader People team with clear framing and proposed next steps. Establish a regular check-in rhythm with department leadership across your coverage area.
• By 90 days: Managers in your departments feel meaningfully more supported in people decisions. You can point to specific conversations or outcomes. You have a clear picture of people health across your coverage area: retention risks, development gaps, team dynamics. You’ve helped at least one People system land well in an operations department — not just deployed, but adopted. You are seen as a trusted partner, not a compliance function. Operations leaders come to you proactively.

What We Are Looking For

Love of learning and intense curiosity about how people and teams work.

Kindness and care in how you engage with colleagues, especially when conversations are difficult.

Design thinking and problem-solving. You look for holistic solutions rather than quick fixes.

Clarity, approachability, and precision in communication.

You have partnered closely with managers before, not just administered HR processes, but actually influenced how leaders manage their people.

You understand how infrastructure and operations teams work: site delivery pressure, cross-functional dependencies, field operations complexity, and the challenge of scaling teams across multiple physical locations.

You can hold both accountability and empathy simultaneously. You don’t shy away from hard conversations, and you don’t deliver them without care.

You read team dynamics well and can identify patterns before they become crises.

Demonstrated experience in an HRBP, People Partner, or similar embedded role supporting go-to-market or operations teams. We care about what you’ve influenced, not how long you’ve been doing it.

Additive Value

Experience partnering with orgs through hypergrowth, where hiring velocity created people challenges faster than systems could absorb them.

Background in organizational development, coaching, or applied psychology.

Experience supporting managers through system transitions (new performance frameworks, comp changes, territory restructuring) in operations orgs specifically.

Salary & Benefits

Competitive total compensation package (salary + equity).

Retirement or pension plan, in line with local norms.

Health, dental, and vision insurance.

Generous PTO policy, in line with local norms.