USAHR Business Partner
18 ч. назад
USASeniorOnsite
employee relationsperformance managementinvestigationscoachingorg design
HR Business Partner role supporting 200+ employees across multiple sites with a focus on employee relations, coaching managers, investigations, and organizational design.
Будет плюсом
- Robotics, manufacturing, logistics, or another environment with field and site-based teams
- Experience standing up HR infrastructure at a company crossing 200 employees
- At , we build technology for the real world, which requires a team as diverse as the environments our robots inhabit. We are an equal opportunity employer committed to technical rigor and mutual respect.
- Don’t let a checklist stop you. Data shows that underrepresented groups often only apply if they meet 100% of the criteria. We value problem-solving and grit over keyword matching. If you’re passionate about the intersection of data and robotics, we want to hear from you – even if you don't check every box.
Другое
- builds general-purpose robots powered by a proprietary embodied AI foundation model with top-in-industry generalization and real-world performance. Already deployed with customers across multiple industries, our robots do commercial-grade work in the physical world. Our team comes from Google DeepMind, Meta, and Cruise, and we're backed by CRV, First Round, and other leading investors.
- We're hiring our first HR Business Partner to support 200+ people across multiple sites.
- This is a hands-on role. Our teams work across multiple shifts and locations, so you'll be out with them and in the hard conversations, not writing strategy decks.
- Employee relations, end to end. Intake, investigation, documentation, resolution, follow-through
- Coaching managers through performance problems. PIPs, corrective action, terminations. You're in the room, not advising from a distance
- Investigations you run independently , documented to a standard that holds up
- Partnership with team and site leads across shifts and locations, including people who are rarely at a desk
- Building what's missing. Performance review cadence, leveling and career paths, escalation paths, exit interviews
- Reading attrition and engagement signals , and surfacing problems before they land in someone's inbox
- Advising on org design , team structure, and headcount planning as we scale
- 5+ years in HR with real employee relations depth. You've run investigations and delivered terminations yourself, not routed them to someone else
- Experience supporting an hourly or shift-based workforce, not only salaried corporate teams
- Working knowledge of California employment law, particularly wage and hour for non-exempt workers
- Willingness to work across sites and shifts
- You build the playbook rather than waiting for one
- Sound judgment under pressure, and the neutrality to run a fair process when people around you are upset
- Discretion, and the backbone to give leadership an answer they don't want to hear