The Role
We’re hiring our first People Business Partner to help define what People partnering looks like at Confidential (Registered Users Only).
At Confidential (Registered Users Only), we believe that our People team exists to help the business succeed through its people. We partner closely with leaders to build exceptional teams, make thoughtful people decisions, and create the conditions for our people to do their best work. You’ll be a trusted thought partner to our org leads and managers, deeply understanding their business, priorities, and challenges and helping them navigate the people and organizational decisions that matter most.
This is not a traditional HRBP role. You’ll work across organizational design, talent strategy, performance, manager coaching, employee relations, career development, and organizational effectiveness, while also building the People infrastructure we need to scale, from leveling and career paths to performance, manager enablement, onboarding, and talent programs.
This is a builder role with significant ownership. We’re not looking to import a playbook; we want you to identify what will have the greatest impact, build what Confidential (Registered Users Only) needs, and own it from strategy through execution.
The timing is intentional: our people are hungry for more. Employees are looking for more structure, clarity, and support to grow their careers, while our managers and org leads are eager for a strong thought partner as their teams and challenges become more complex. We’re at a point where investing meaningfully in both can have an outsized impact on the business.
Salary range:
- US: $220,000 - 280,000
(The final offer depends on your background, skills, and how you perform through the process. We're open to considering outlier candidates, which may result in an adjustment to the scope and compensation)
What you will do
Partner with leaders to build exceptional teams
- Serve as a trusted advisor to org leads and managers on talent, organizational design, performance, and team effectiveness.
- Translate business strategy and goals into thoughtful decisions about organization, roles, capabilities, and talent.
- Coach managers at all levels on leadership, feedback, performance, team dynamics, and employee development.
- Partner with leaders on talent reviews, development, promotions, succession, and retention of exceptional talent.
- Navigate employee relations and organizational change with sound judgment, empathy, and rigor.
- Use qualitative and quantitative data to diagnose problems, identify trends, and proactively surface opportunities and risks.
Build the People systems Confidential (Registered Users Only) needs to scale
- Design and evolve our leveling and career framework, creating clear expectations and meaningful paths for growth.
- Build and improve performance management, talent, and manager development programs.
- Shape key parts of the employee experience, including onboarding, engagement, and other People programs as the company evolves.
- Partner across the People team to turn business and employee insights into programs that meaningfully improve how we work.
- Use AI, automation, and better systems to eliminate repetitive work, create leverage, and rethink how People work gets done.
What we are looking for
- 5+ years of HR/People experience, including meaningful People Partner/HRBP experience in a high-growth technology company.
- Experience partnering closely with leaders and managers across functions and levels.
- Strong business acumen and genuine curiosity about how businesses operate, grow, and win.
- Deep experience across organizational design, talent, performance, manager coaching, and employee development.
- Experience building or evolving career frameworks, leveling, talent processes, or other People infrastructure.
- Excellent judgment, coaching, communication, and relationship-building skills, with the ability to navigate sensitive and ambiguous situations.
- A first-principles, builder’s mindset: you’re comfortable creating from scratch, questioning existing playbooks, and rolling up your sleeves to get the work done.
- Strong analytical skills and an interest in using AI and automation to make People work more effective and scalable.
- Knowledge of employment law and employee relations is preferred.