About the Role

This role is located in our New York City office and is in person 2-days a week.

We're looking for an exceptional HR Business Partner to support our growing Engineering organization. This is a high-visibility, cross-functional role: you'll work closely with HR Business Partner leadership and Engineering leadership to build the people strategy, programs, and policies that let the org scale sustainably.

You'll shape and execute people strategies that enable scale, strengthen leadership, and drive Olympic-level performance. You'll act as a trusted advisor and thought partner to managers and employees across the full HR lifecycle: providing counsel on organizational design, performance management, talent planning, and leadership development - balancing near-term priorities with long-term organizational health and cultural integrity. You'll use data-driven insights and sound judgment to identify trends, influence decisions, and lead high-impact initiatives that elevate the employee experience, strengthen manager capability, and ensure our teams are empowered to perform at their best. This role also partners closely with our Centers of Excellence (Total Rewards & Compensation, People Ops, Legal, and Talent Acquisition) so the Engineering org has the support it needs across the entire lifecycle.

You Will:

• Strategic Business Partnership: Independently partner with leaders to translate business priorities into actionable people plans. Connect People programs to functional goals, surface patterns across your client group, and escalate insights that inform broader org thinking.
• Talent Strategy & Performance: Lead performance management and talent review processes with rigor and follow-through within the org. Coach people managers to set clear expectations, deliver feedback, and take early action on performance - building their confidence to lead with accountability.
• Organizational Design & Effectiveness: Partner with leaders to inform org structure decisions, clarify roles and decision rights, and support team health within your defined scope. Use headcount and workforce data to identify talent gaps and support scalable design.
• Coaching & Manager Development: Build trusted relationships with managers and deliver direct, actionable feedback that shifts behavior and builds capability. Reinforce Headway's cultural principles and managerial expectations through consistent coaching and follow-through.
• Analytical & Data-Driven Decision Making: Independently build and use people data - attrition, engagement, performance patterns - to surface insights and influence leadership action. Leverage AI tools to accelerate analysis, synthesize feedback at scale, and draft communications with speed and precision
• Operational Excellence: Own People programs and projects end-to-end within the org, from planning through execution and follow-through. Balance multiple workstreams without losing precision or quality.
• Cultural Stewardship & Employee Experience: Model and amplify Headway's values and performance standards. Ensure fairness, inclusion, and consistency in decision-making. Surface patterns in sentiment and proactively strengthen engagement and trust.

You have:

• 5-8 years of progressive HRBP or HR adjacent/ generalist experience (e.g., Chief of Staff, Strategy, Consulting), with a track record of supporting senior executives in high-growth or scaling environments.
• Independently partner with business leaders - you don't wait to be told what's needed, and you know when to escalate and when to run with it.
• Are data-driven, using both qualitative and quantitative signals to surface insights and support decisions.
• Build genuine trust with managers through candor, follow-through, and sound judgment.
• Have solid grounding in core HR processes - performance management, org design, talent development - and execute them with rigor.
• Thrive in fast-paced environments where ownership, agility, and operational discipline are the expectation.
• Are curious about and comfortable using AI tools in your day-to-day work - you don't need to be technical, but you should be able to hold a credible conversation with engineering leaders about what AI transformation means for talent, skill gaps, and team design.
• Model Headway's cultural principles and hold a high bar for performance and accountability.