Overview In this People Partner role, you will advise and support engineering leaders to improve organizational effectiveness and employee engagement. You'll act as a strategic advisor and hands-on problem-solver, shaping team design, change management, and leadership development in a fast-paced tech environment. You will partner with the People Operations team to deliver talent solutions for software engineers and drive continuous development. This role offers the opportunity to influence how engineering teams scale and thrive within a culture that values openness and collaboration.
Compensation / Benefits- competitive benefits package
- discretionary performance-based bonuses
- salary range 200,000 - 250,000 USD
- base salary varies by location and experience
Responsibilities- Coach managers and employees through performance challenges, conflict resolution, and career development
- Partner with technical leads to assess team health, identify friction points, and optimize structures for long-term engagement
- Lead and manage workforce planning for the teams you support, anticipating talent gaps and growth opportunities
- Elevate feedback quality in the technical org, guiding performance evaluations and fostering continuous development
- Design tailored talent solutions for software engineers, including development, mentorship, and high-potential programs
- Collaborate with the People Operations team to execute people initiatives and improve processes
- Coordinate offsites, leadership retreats, and team-building to connect strategy with team dynamics
- Monitor organizational morale and office dynamics to address engagement trends and foster inclusivity
Key requirements- 8+ years of progressive HR experience with a track record supporting engineering or technical teams
- Deep understanding of software engineering lifecycle and high-performance environments
- Proven ability to coach analytical leaders through complex interpersonal and organizational challenges
- Strong business acumen and ability to anticipate talent implications of technical strategy
- Direct experience in organizational design, workforce planning, and succession strategies
- Strong analytical skills and comfort with data-driven decision making
- Excellent judgment and professional maturity as a trusted advisor
- Bias toward simple, high-impact solutions and a hands-on, collaborative approach
- Foundational knowledge of Organizational Development (preferred but not required)
- strong business acumen
- EQ and relationship-building
- collaborative problem-solving
- data-driven decision making
- organizational design
- workforce planning
