About the roleWe're seeking a Senior HR Business Partner to support our rapidly growing Engineering team within R&D. In this role, you'll play a pivotal part in shaping our high-growth organization while contributing to the evolution of our HR function. As we build and scale to meet the dynamic needs of the business, you'll have the opportunity to drive meaningful impact in a fast-paced and exciting environment. It's an exciting time to join!
What you will do- Partner with Director+ Engineering leaders to translate business priorities and the broader HRBP roadmap into clear people recommendations and action plans for aligned NAMER client groups.
- Serve as a trusted thought partner to Engineering leaders on organizational health, leadership effectiveness, performance, employee relations, and manager capability.
- Coach and advise managers on complex leadership and HR matters, including sensitive employee relations issues, performance challenges, team dynamics, and manager effectiveness.
- Independently drive defined HRBP work streams from diagnosis through execution, bringing forward recommendations, tradeoffs, and escalation points where needed.
- Lead and improve core HR programs for Engineering, including performance management, manager effectiveness, talent reviews, engagement planning, and compensation cycles, ensuring they are executed with strategic context and operational rigor.
- Use Rippling, data, and emerging AI-enabled tools thoughtfully to improve insight generation, reduce manual work, and create leverage in recurring people processes.
- Identify patterns and recurring pain points across aligned Engineering teams, then recommend practical improvements to HR processes, workflows, and manager enablement.
- Partner cross-functionally with HR, Talent, Compensation, Legal, People Ops, HR Systems, and regional HR teams to deliver solutions that support NAMER Engineering leaders and align with broader HRBP priorities.
What you will need- Minimum of 7+ years of previous HRBP experience.
- Broad HR expertise across performance management, employee relations, manager effectiveness, organizational design, talent development, and compensation cycles.
- Experience supporting or building people programs, frameworks, processes, or operating rhythms that improve leadership effectiveness, talent outcomes, and organizational health.
- Strong business acumen, with the ability to connect Engineering priorities to practical people strategies, recommendations, and HR solutions.
- Demonstrated ability to use data to diagnose organizational health, identify talent risks, and shape recommendations for leaders.
- Ability to operate independently in ambiguous, fast-paced environments, balancing strategic thinking with hands-on execution and knowing when to escalate or align.
- Strong communication and influencing skills, with the ability to build trust, challenge thoughtfully, overcome resistance, and advise leaders through sensitive or complex organizational decisions.
- Experience working in an AI-forward environment, with hands-on experience using AI-enabled tools, workflows, prompts, automations, or skills to increase HRBP leverage, improve manager enablement, and strengthen execution of people programs.
Additional InformationRippling highly values having employees working in-office to foster a collaborative work environment and company culture. For office-based employees (employees who live within a defined radius of a Rippling office), Rippling considers working in the office, at least three days a week under current policy, to be an essential function of the employee's role.
This role will receive a competitive salary + benefits + equity. The salary for US-based employees will be aligned with one of the ranges below based on location; see which tier applies to your location here.
A variety of factors are considered when determining someone's compensation-including a candidate's professional background, experience, and location. Final offer amounts may vary from the amounts listed below.
