What You'll Do- Business partnership: Sales, Service & G&A
- Partnering with leaders across Sales, Service, and G&A on organizational design, headcount planning, reporting structures, and spans of control as those teams scale.
- Coaching managers through the full performance cycle: goal setting, calibration, feedback, promotion cases, and performance improvement, grounded in Arc's leveling guidelines.
- Conducting employee relations investigations end-to-end, counseling employees and leadership.
- Leading terminations and role changes with dignity, and owning communication with the teams they affect.
- Advising on California employment law, wage and hour compliance, and compensation practices across a mixed exempt, non-exempt, and commissioned population.
- Translating people data - attrition, engagement, promotion velocity - into insights leaders act on, and presenting the case behind them.
- Leading change management for policy, program, and process rollouts, preparing managers before their teams hear the news and serving as a source of stability through it.
- Providing constructive pushback and playing devil's advocate when it's warranted, then owning the communication and execution of the decision even when it differs from your own view.
Learning & development - 40% of the role
- Building and facilitating Arc's manager development curriculum, from first-time supervisor fundamentals through senior topics like coaching, delegation, difficult conversations, and performance calibration.
- Designing career pathways for individual contributors that make Arc's leveling framework concrete: what impact looks like at each level, which skills close the gap, and how to build them.
- Running skills gap analyses with functional leaders and turning them into learning roadmaps tied to business priorities rather than training for training's sake.
- Facilitating live workshops, cohort programs, and onboarding content yourself, supplementing with outside vendors only where they clearly outperform.
- Measuring program effectiveness against behavior change and business outcomes, then iterating on what the data tells you.
- Building the templates, documentation, and systems that let these programs scale beyond you, so managers in Engineering and Production can run the same playbooks without your calendar as the bottleneck.
- Mentoring junior members of the People team and contributing to their professional and career growth.
Minimum Qualifications- Experience as a People Partner or HRBP supporting go-to-market, service, or corporate functions, including direct support of director-level and above leaders (typically 8+ years of progressive People experience, though strong performance outweighs years).
- Demonstrated experience building a manager training or leadership development program from scratch - needs analysis, curriculum design, and live facilitation, not just program administration.
- Experience designing and rolling out career frameworks, competency models, or leveling guidelines that employees and managers actually use.
- Strong knowledge of CA employment law, wage and hour regulations, compensation practices, and benefits strategies.
- Proven ability to conduct and document employee relations investigations independently and defensibly.
- Experience in people analytics and leveraging data to inform decision-making.
- Ability to influence without authority at every level, from front-line supervisors to the executive team, adapting your approach to the audience.
- Ability to work on-site at our Los Angeles headquarters.
Bonus Qualifications- Experience in a high-growth manufacturing, hardware, automotive, or aerospace environment.
- Background supporting a commissioned sales team, including partnering on comp plan design, or a field-based service organization.
- Experience supporting a workforce that spans exempt corporate, non-exempt production, and traveling field employees.
- Formal training or certification in coaching, instructional design, or facilitation.
- Proficiency with an HRIS and LMS at the implementation level, not just as an end user.
- Experience standing up a People function's operating rhythm during rapid headcount scaling.
The base salary for this role is P3: $140,000 P4: $170,000 annually.
Highly competitive equity grants are included with full time offers. As well as semi-annual bonuses tied to your impact, not just your tenure.
Additionally, Arc offers top-tier benefits for full-time employees, including:
- Healthcare benefits - 99% employer-paid medical, dental, and vision
- Parental leave - 14 weeks fully paid for birthing and non-birthing parents
- Generous time off - Highly competitive PTO with an opportunity to earn more time with tenure
- Income protection - Life and disability insurance for all employees
- Retirement savings -Traditional and Roth 401(k) access
- Water fund - $500 for you to spend each year to get out on the water, however you choose
- Professional development - $500 annual reimbursement for professional development and a monthly AI stipend
- Safety Support- Annual reimbursement for PPE, ergonomic equipment and anything that ensures we keep our crew safe
- Captain training - Training and access to take Arc boats out with friends and family
- Office perks - Daily lunches, snacks, and good coffee while onsite
- Relocation assistance - Available depending on role eligibility.
Our valuesWe move with urgency and build with care. We value these five things above all else:
- Ownership over both your work and the company's success
- Empathy for colleagues and for customers
- Humility in problem solving and collaboration
- Pragmatism for navigating ambiguity quickly and sensibly
- Inclusion of different backgrounds, opinions, cultures, and perspectives.
We want people who share and embody these values. It is vital that our values align - we'd be happy to elaborate on any or all of these during the interview process.
