deepgram - Senior People Partner
Requirements
• 7–10+ years of HR experience, including at least 5 years in an HR Business Partner role within high-growth or complex environments • Strong business judgment and the ability to understand context quickly, challenge assumptions when needed, and guide leaders through tough trade-offs • Deep experience in employee relations, performance management, and manager coaching • Comfort operating synchronously and asynchronously in a fast-paced, remote-first, evolving environment with shifting priorities • Strong written and verbal communication skills and a high degree of discretion • Notice: We're aware of individuals impersonating Deepgram recruiters. All legitimate Deepgram recruiting communication comes from an @deepgram.com email address. If you've received a message claiming to be Deepgram, please forward it to [email protected].
Responsibilities
• EMPLOYEE RELATIONS & MANAGER SUPPORT • Serve as a primary point of contact for employee relations matters, including performance concerns, interpersonal issues, investigations, and complex workplace scenarios • Coach managers through difficult conversations, feedback delivery, performance management, and documentation • Provide consistent, fair, and legally sound guidance across key employee lifecycle moments • BUSINESS & LEADERSHIP PARTNERSHIP • Act as a trusted advisor to leaders on people-related risks, decisions, and trade-offs • Partner with the Head of People to translate company strategy into people practices that are right-sized for scale • Identify patterns and systemic issues early and recommend practical, upstream interventions • Serve as a change partner to leaders, helping design, position, and operationalize organizational changes to drive understanding, adoption, and trust. • PERFORMANCE & MANAGER EFFECTIVENESS • Support performance management processes, goal-setting, feedback cycles, and manager capability building • Partner with leaders on team structure, talent and succession planning, and ways of working that enable strong performance and sustainable growth • Help managers navigate underperformance, role clarity challenges, and organizational change • Reinforce a culture of high performance without unnecessary bureaucracy • Lead the offboarding and separation experience with employees and managers, including exit interviews, separation agreements, and coordination with Finance • Partner on compensation cycles end to end, including merit and promotion rounds, off-cycle adjustments, and preparing change-of-salary and promotion letters • Serve as a trusted point of contact for manager and employee compensation questions, using judgment on what to resolve directly and what to escalate • PROCESS, SYSTEMS & SCALE • Help build and refine People processes, templates, documentation, and manager resources • Partner on tools and workflows that improve consistency, efficiency, and employee experience • Balance compliance, speed, and sound judgment as the company grows • Partner with the Head of People to support change initiatives (e.g., policy updates, process shifts), including re-education, leader enablement, and reinforcement • COMPLIANCE & ADMINISTRATION • Partner with People Ops, Legal, and Finance to ensure compliance with federal, state, local, and our local partners with regard to international employment laws • Support leave administration, policy application, and complex employee situations • Help ensure People practices are defensible, consistent, and aligned with company values • Act as the point of contact for work authorization needs, including H-1B, STEM OPT and Form I-983, and TN visa reviews • Partner with immigration counsel on case strategy and coordinate with candidates, employees, and hiring teams through each step • YOU’LL LOVE THIS ROLE IF YOU • Enjoy partnering closely with managers and leaders to build a healthy and high performing culture • Are energized by navigating ambiguity and making sound decisions while building the HRBP playbook • Care about building and scaling fair, consistent, and human people practices in a fast-growing company • Thrive in environments where trust, judgment, and accountability matter
Benefits
• San Francisco, New York, Seattle$150K – $185K • Offers Equity • Offers Bonus • United StatesBase $130K – $160K • Offers Equity • Offers Bonus • This range is determined by work location and additional factors, including job-related skills and experience. There may be instances where a salary higher or lower than this range may be appropriate for a candidate whose qualifications differ meaningfully from those listed in the job description. Please note that the compensation details listed on US role postings reflect the base salary only and does not include bonus, equity or benefits. • Upload your resume here to autofill key application fields. • Drop your resume here! • Parsing your resume. Autofilling key fields... • Please Note: we have set up limits for applications for this role. It is in the General Application Limit Setting group. The following limits apply to applications for all jobs within this group: • General Application Limit Setting • Candidates may not apply more than 2 times in any 60 day span for any job in the General Application Limit Setting Group. • Candidates may not re-apply to the same role within 180 days if not presented with an offer • or drag and drop here • The city you currently live in. Start typing and select from the list. • Decline to self-identify • Hispanic or Latino - A person of Cuban, Mexican, Puerto Rican, South or Central American, or other Spanish culture or origin regardless of race. • Hispanic or Latino • White (Not Hispanic or Latino) - A person having origins in any of the original peoples of Europe, the Middle East, or North Africa. • White • Black or African American (Not Hispanic or Latino) - A person having origins in any of the Black racial groups of Africa. • Black or African American • Native Hawaiian or Other Pacific Islander (Not Hispanic or Latino) - A person having origins in any of the peoples of Hawaii, Guam, Samoa, or other Pacific Islands. • Native Hawaiian or Other Pacific Islander • Asian (Not Hispanic or Latino) - A person having origins in any of the original peoples of the Far East, Southeast Asia, or the Indian Subcontinent, including, for example, Cambodia, China, India, Japan, Korea, Malaysia, Pakistan, the Philippine Islands, Thailand, and Vietnam. • Asian • American Indian or Alaska Native (Not Hispanic or Latino) - A person having origins in any of the original peoples of North and South America (including Central America), and who maintain tribal affiliation or community attachment. • American Indian or Alaska Native • Two or More Races (Not Hispanic or Latino) - All persons who identify with more than one of the above five races. • Two or More Races • Hispanic or Latino • White (Not Hispanic or Latino) • Black or African American (Not Hispanic or Latino) • Native Hawaiian or Other Pacific Islander (Not Hispanic or Latino) • Asian (Not Hispanic or Latino) • American Indian or Alaska Native (Not Hispanic or Latino) • Two or More Races (Not Hispanic or Latino) • I identify as one or more of the classifications of protected veteran listed above • I am not a protected veteran
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