Senior People Partner, Product & Engineering

About the role

We are looking for a People Partner - Product & Engineering to join our People team and serve as the dedicated people partner for our Product and Engineering organization. This is an individual contributor role reporting directly to the Chief People Officer. This is a backfill of an established seat on a small, high-caliber people team.

Responsibilities

• Serve as the primary people partner for Product and Engineering leaders, translating business context into people decisions and surfacing people signals back into business strategy.
• Coach and develop managers across your client group, helping them build the habits that create high-performing teams.
• Drive performance management cycles end-to-end: calibrations, feedback, growth conversations, and the occasional difficult one.
• Ownt org health in your client group. Track attrition signals, engagement trends, and team dynamics proactively, not after the fact.
• Partner with the broader People team on compensation cycles, workforce planning, and headcount modeling.
• Identify patterns across your client group and bring them back to the People team as input to how we build programs and policies.
• Use AI as a core part of how you work, not as an add-on to work smarter, build repeatable workflows, and help leaders think about where it fits in.
• Partner closely with technical recruiters to support hiring plans, align on team needs, and ensure a smooth process from headcount decision to offer.

Requirements

5+ years of HRBP or People Partner experience, including at least one year supporting a technical organization (Engineering, Product, or similar).

Experience managing at least one direct report, with a track record of developing people.

Comfort operating in both directions: strategic enough to partner at the VP and Director level, and hands-on enough to own execution without needing a coordinator below you.

Strong analytical instincts. You use data to inform your point of view, not just to report what happened.

Excellent judgment on when to push, when to hold, and when to escalate. You know the difference between a people issue and a performance issue, and you handle both well.

Clear, direct communicator. You say what you mean and write the way you speak.

Experience in a high-growth company where the playbook was not yet written. You know how to build process without over-building it.

Qualifications

Nice to Have

• Prior experience at a fintech, infrastructure, or B2B SaaS company.
• Exposure to People Analytics tools or comfort pulling your own data from an HRIS.
• Experience scaling through a period of rapid headcount growth.