Sr. HR Business Partner-R&D

We need to output HTML fragment with sections for headings: About the role? Actually the posting includes "Role Summary". We should use

for section headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We need to include sections only when posting has real specific content. We have: - Role Summary: we can treat as About the role? Probably "About the role" heading. - Location: maybe part of About the role? Could be included in a paragraph. - Key Responsibilities: Responsibilities heading. - Required Qualifications: Requirements heading (or Qualifications). The instruction says use headings like Requirements, Qualifications, Skills. We have both Required Qualifications and Preferred Qualifications. Could combine into Requirements and Preferred? But we should not create thin sections. Probably we can have a "Requirements" section for Required Qualifications, and maybe a "Preferred Qualifications" as a subsection? But we only allowed headings list; we could still include Preferred Qualifications under Requirements? Better to have a "Qualifications" section covering both required and preferred? But we need to preserve all info. Could do

Requirements

then list required qualifications, then maybe a

Preferred Qualifications

also allowed? The instruction says use headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. It doesn't forbid other headings, but says use those for section headings. Probably we should stick to those. Could treat Required Qualifications as Requirements, Preferred Qualifications as Qualifications? Or combine both under Requirements with subheadings? Might be okay to have both Required and Preferred as separate headings but they are not in the list. Safer to follow instruction: Use those headings. So we need sections: About the role, Responsibilities, Requirements, Benefits. Possibly also Skills? Not explicitly listed separate; we could embed skills in Requirements. Pay and Schedule not present (no pay/schedule specifics besides hybrid location schedule: in-office three days a week). That's schedule info. So we can include Schedule section. Location: hybrid role based out of Austin, TX office, requires in-office presence three days a week (Tuesday, Wednesday, Thursday). That's schedule info. Thus sections: - About the role: includes role summary and location? Could include location in About the role. - Responsibilities: list bullet points from Key Responsibilities. - Requirements: Required Qualifications. - Benefits: list benefits. - Schedule: hybrid schedule details. We should not include Pay (no specifics). Also not include Skills separate. We must not repeat job title as heading. No Job ID. Remove boilerplate: EEO, visa sponsorship, etc. Also remove "Be Passionate..." etc. Also remove "TrendAI provides benefit options..." etc but we need to keep benefits details. The benefits paragraph includes list; we keep that. We must preserve all substantive information; do not invent or summarize away detail. So we need to keep all bullet points from responsibilities, required qualifications, benefits list. Let's extract. About the role: Role Summary paragraph: "We're building next-generation security products that require deep systems thinking, and we need an equally thoughtful HR partner. This role supports Engineering leadership within R&D Americas, reporting to the VP, People Americas. You'll own talent management, organization design, employee relations, and culture/engagement for a growing engineering organization, with close partnership with Product leadership on cross-functional priorities. You'll be a partner who asks hard questions: Why do we level engineers the way we do? Does our compensation banding reflect what the market demands and what makes sense for career progression? How do we keep a high-performing, fast-moving team healthy as we scale? This is a role for someone who thrives when things are undefined. You'll have the autonomy to shape practices, the expectation to challenge assumptions, and a data first mindset to back up your recommendations." Location: "Location: This is a hybrid role based out of our Austin, TX office and requires in-office presence three days a week (Tuesday, Wednesday, Thursday)." We could combine location into About the role paragraph or separate schedule section. Since schedule section is separate, we could put location in About the role and schedule details in Schedule. Responsibilities bullet points: - Talent Management & Career Development - Own talent planning and development conversations for R&D Americas leadership and key ICs as the organization scales. - Partner with engineering leadership to define, iterate, and communicate leveling frameworks. - Question existing title and compensation bands; recommend changes backed by market data, internal equity analysis, and career progression logic. - Partner with corporate HR to translate global talent programs into regional execution, ensuring promotion cycles, performance calibration, and compensation reviews are transparent, data-driven, and defensible in the R&D context. - Organization Design & Scaling - Lead org design conversations as R&D grows. - Challenge structural assumptions - how teams are organized, where decision-making authority sits, how to maintain speed and clarity at scale. - Work directly with engineering leadership to anticipate org gaps, redundancies, and opportunities before they become friction points. - Maintain close partnership with Product leadership on cross-functional coordination. - Think systemically about how org decisions cascade: a change in how teams are staffed affects career paths, compensation equity, and hiring strategy. - Employee Relations & Culture - Be the strategic voice on employee relations issues in R&D. - Own investigations, conflict resolution, and broader patterns that suggest cultural or structural problems. - Actively listen to R&D teams; translate feedback into insights about what's working, what's breaking, and what needs to change. - Partner on culture initiatives that reflect TrendAI's values (curiosity, innovation, bias toward action) within an R&D context where the work is technically complex and security-critical. - Strategic Partnerships & Change - Work directly with engineering leadership and finance to align R&D's people practices with broader company strategy. - Maintain close partnership with Product on talent and organizational matters that impact cross-functional execution. - Drive initiatives that require influence without authority - leveling redesigns, new comp structures, new hiring approaches - by building business cases, piloting, and learning. - Be a translator: help corporate HR understand Engineering's specific needs; help Engineering leadership understand HR constraints and opportunities. - Coordinate closely with Product on shared organizational priorities. - Analytics & Insights - Use data to ground decisions. - Track leveling distribution, compensation equity, retention by level/team, promotion velocity, and hiring pipeline health. - Spot trends before they become crises. - Build dashboards and narratives that help leadership see what's actually happening vs. what they assume is happening. We need to format as

• for any list of duties/requirements/benefits. So each bullet becomes
• . Could group under headings? The instruction: Use
  • for any list of duties/requirements/benefits, and

    for prose. It doesn't forbid headings inside list? Probably we can keep headings as plain text before list? But headings are

    . So we could have

    Responsibilities

    then
    with
    • items. However the responsibilities have subheadings (Talent Management & Career Development etc). Those are not required headings per instruction; we could keep them as plain text inside
    • or as . Probably keep them as part of the
    • text. Thus each responsibility bullet becomes
    • containing the subheading and details. Similarly for Required Qualifications: list each qualification as
    • . Benefits: list each benefit as
    • . Schedule: we have schedule info: hybrid role based out of Austin, TX office and requires in-office presence three days a week (Tuesday, Wednesday, Thursday). Could be a

      . We must not include Pay section. Now produce HTML fragment. Let's craft:

      About the role

      We're building next-generation security products that require deep systems thinking, and we need an equally thoughtful HR partner. This role supports Engineering leadership within R&D Americas, reporting to the VP, People Americas. You'll own talent management, organization design, employee relations, and culture/engagement for a growing engineering organization, with close partnership with Product leadership on cross-functional priorities. You'll be a partner who asks hard questions: Why do we level engineers the way we do? Does our compensation banding reflect what the market demands and what makes sense for career progression? How do we keep a high-performing, fast-moving team healthy as we scale? This is a role for someone who thrives when things are undefined. You'll have the autonomy to shape practices, the expectation to challenge assumptions, and a data first mindset to back up your recommendations.

      Location: This is a hybrid role based out of our Austin, TX office.

      Responsibilities

      • Talent Management & Career Development Own talent planning and development conversations for R&D Americas leadership and key ICs as the organization scales. Partner with engineering leadership to define, iterate, and communicate leveling frameworks. Question existing title and compensation bands; recommend changes backed by market data, internal equity analysis, and career progression logic. Partner with corporate HR to translate global talent programs into regional execution, ensuring promotion cycles, performance calibration, and compensation reviews are transparent, data-driven, and defensible in the R&D context.
      • Organization Design & Scaling Lead org design conversations as R&D grows. Challenge structural assumptions - how teams are organized, where decision-making authority sits, how to maintain speed and clarity at scale. Work directly with engineering leadership to anticipate org gaps, redundancies, and opportunities before they become friction points. Maintain close partnership with Product leadership on cross-functional coordination. Think systemically about how org decisions cascade: a change in how teams are staffed affects career paths, compensation equity, and hiring strategy.
      • Employee Relations & Culture Be the strategic voice on employee relations issues in R&D. Own investigations, conflict resolution, and broader patterns that suggest cultural or structural problems. Actively listen to R&D teams; translate feedback into insights about what's working, what's breaking, and what needs to change. Partner on culture initiatives that reflect TrendAI's values (curiosity, innovation, bias toward action) within an R&D context where the work is technically complex and security-critical.
      • Strategic Partnerships & Change Work directly with engineering leadership and finance to align R&D's people practices with broader company strategy. Maintain close partnership with Product on talent and organizational matters that impact cross-functional execution. Drive initiatives that require influence without authority - leveling redesigns, new comp structures, new hiring approaches - by building business cases, piloting, and learning. Be a translator: help corporate HR understand Engineering's specific needs; help Engineering leadership understand HR constraints and opportunities. Coordinate closely with Product on shared organizational priorities.
      • Analytics & Insights Use data to ground decisions. Track leveling distribution, compensation equity, retention by level/team, promotion velocity, and hiring pipeline health. Spot trends before they become crises. Build dashboards and narratives that help leadership see what's actually happening vs. what they assume is happening.

      Requirements

      • 8+ years of HRBP or strategic HR experience, with at least 5+ years supporting R&D, engineering, or technical organizations.
      • Deep experience in a tech company environment. You understand how engineers are developed, motivated, and leveled. You've navigated the unique tension between individual contributor depth and management growth.
      • Expertise in leveling frameworks, compensation banding, and career architecture. You've built, redesigned, or significantly improved these in a previous role and can speak to the trade-offs.
      • Strong analytical and data-driven mindset. You're comfortable with AI tools, Excel, and dashboards. You ask "what does the data actually show?" before making recommendations.
      • Track record of change management and influence. You've driven HR initiatives that required buy-in from skeptical or busy leaders.