Principal HR Business Partner, R&D

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Let’s face it, a company whose mission is human transformation better has some fresh thinking about the employer/employee relationship. We do. We can’t cram it all in here, but you’ll start noticing it from the first interview.

Even our candidate experience is different. When you get an offer from us (and accept it), you get more than a paycheck—you get a personal Better Up Coach, a development plan, a trained and coached manager, the most amazing team you’ve ever met (yes, each with their own personal Better Up Coach), and most importantly, work that matters.

This makes for a remarkably focused and fulfilling work experience. Frankly, it’s not for everyone. But for people with fire in their belly, it’s a game‑changing, career‑defining, soul‑lifting move.

Join us and we promise you the most intense and fulfilling years of your career, doing life‑changing work in a fun, inventive, soulful culture. If that sounds exciting—and the job description below feels like a fit—we really should start talking.

• Lead large‑scale R&D transformations including platform engineering reorganizations, product‑led growth initiatives, and technical architecture realignments that require deep understanding of modern software development methodologies.
• Architect organizational structures that optimize for speed, innovation, and cross‑functional collaboration in complex technical environments—from designing dual‑track career ladders to creating new specialized roles for emerging technologies.
• Serve as internal management consultant to VP+ and C‑level R&D leaders on the most complex people challenges.
• Design and execute end‑to‑end change strategies for major transitions including global expansion, hybrid/distributed engineering model optimization, and cultural transformation initiatives.

• Guide R&D organizations through platform transformation journeys, understanding the talent implications of establishing platform teams.
• Translate complex technical initiatives (API strategies, infrastructure modernization, Dev Ops transformation) into organizational design, capability building, and talent acquisition roadmaps.
• Assess organizational readiness for platform shifts and proactively design workforce planning, skills development, and team restructuring to accelerate technical transformation outcomes.

• Pioneer the adoption of AI and intelligent tooling in all aspects of R&D talent management—from AI‑assisted recruiting and skills mapping to predictive attrition modeling and workforce scenario planning.
• Leverage real‑time data and advanced analytics to diagnose systemic organizational health issues, identify leading indicators of performance or engagement concerns, and drive preemptive interventions.
• Champion responsible AI adoption in talent processes while ensuring ethical use, transparency, and continuous validation of AI‑enabled tools and insights.

• Serve as a critical contributor to functional and enterprise strategic planning, bringing deep R&D domain expertise and forward‑looking workforce insights to executive‑level conversations.
• Influence ELT discussions on R&D effectiveness, technical talent strategy, innovation velocity, and competitive positioning in the talent market.
• Shape company‑wide people practices by piloting innovative approaches in R&D that can be scaled enterprise‑wide—from continuous performance management to radical transparency to skills‑based talent models.

• Develop multi‑year talent strategies aligned with R&D product roadmaps, including workforce planning for emerging skill needs (AI/ML, platform engineering, data engineering, etc.).
• Design capability frameworks and competency models for technical roles that enable clear career progression, accurate leveling, and strategic hiring decisions.
• Partner with Talent Acquisition to reimagine sourcing strategies, candidate experience, and hiring processes that attract…