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
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
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