About The Role

GC AI is scaling fast, and our people strategy needs to keep pace. As our People Partner, you'll be the connective tissue between our leadership team and the employee experience, ensuring that as we grow, we do it intentionally. You'll partner directly with managers and leaders across the company to drive talent decisions, navigate employee relations, and build the programs and processes that support a high-performing, fast-moving team.

This is a hands-on role. You'll operate as a doer, comfortably shifting between coaching a manager through a difficult conversation and building out new frameworks that contribute to GC AI's culture.

What You'll Do

• Partner with leaders across Engineering, Product, Sales, and G&A to align people strategy with business priorities and headcount plans.
• Serve as the go-to advisor for managers on employee relations matters, performance management, and coaching.
• Identify trends in employee engagement, retention, and team health, and recommend data-informed solutions.
• Support and help manage leave administration, workplace accommodations, and compliance with federal and multi-state employment laws.
• Drive talent development initiatives, including career pathing, manager training, and succession planning.
• Partner with recruiting and people ops to ensure a seamless handoff from candidate to new hire, with an onboarding experience that sets people up for success.
• Help shape and maintain GC AI's culture as we scale, keeping our guiding principles at the center of how we operate.
• Manage and resolve sensitive employee situations with discretion, sound judgment, and speed.

Required Experience

• 5+ years of progressive HR experience, with at least 2 years operating as an HRBP/ People Partner or in a generalist role supporting business leaders directly.
• Experience at a high-growth startup or technology company; you understand the pace and ambiguity that comes with scaling.
• Strong working knowledge of employment law across multiple U.S. states, with the ability to spot risk and advise practically (or alert legal accordingly).
• Proven ability to build trust with managers and employees at all levels and influence without authority.
• Excellent written and verbal communication, with the ability to handle sensitive topics with clarity and care.
• A bias toward action: you solve problems, not just flag them.

Nice To Have

• Experience supporting a distributed or remote-first workforce.
• PHR, SPHR, SHRM-CP, or SHRM-SCP certification.
• Familiarity with modern HRIS and people analytics tools (e.g., JustWorks, Rippling, Lattice, BambooHR, or similar).
• Experience building people programs from the ground up at a company in the 50-200 employee stage.
• Background in supporting technical (engineering), go-to-market (sales, CS) and G&A teams.

A Note On Pace

We're building something new in a once-in-a-generation shift in technology and the legal industry, so we move at a relentless pace. We expect urgency, ownership, and good judgment even when things aren't perfectly clear. If you need structure and consensus to do your best work, this isn't the right place for you. If you thrive in ambiguity and growth, work with intensity, and want real responsibility, keep reading. We're excited to meet you.

Location Policy

This is a remote role unless you fall within the following parameters. If you live within approximately 50 miles of our San Mateo, CA or Provo, UT office, the position follows a hybrid schedule with in-office days on Tuesdays, Wednesdays, and Thursdays.