People Partner Houston, Texas or Remote

What You’ll Do

We’re looking for a People Partner who is energized by developing leaders and building high-performing teams — someone who views talent development as a strategic lever, not a program to manage.

This is not a traditional HRBP role. We have specialists who own compliance, benefits, and compensation. What we need here is someone who is exceptionally good at one thing: making the leaders and teams around them better. You’ll be embedded in the business, operating as a trusted advisor to managers and senior leaders in your assigned divisions, and you’ll own the outcomes — not just the process.

We’re open to candidates who have also built this skill set outside of traditional HR. If your background is in sales enablement, talent management, organizational development, executive coaching, or a strategic leadership role where developing others was central to your work, we want to hear from you. What matters is your track record of making leaders measurably better and your instinct for where people and organizational problems are heading before they surface.

You’ll report to the Director of People and operate as a senior individual contributor embedded in the business.

Travel is an expected part of every role. This role requires travel for company events, new hire training and team off‑sites (typically 1–3 times per year).

You will:

• Be a Strategic Partner. Serve as the embedded People Partner for Revenue and Customer leaders, acting as a trusted advisor who improves team effectiveness, drives business outcomes, and helps leaders navigate ambiguity, scale, and organizational change.
• Develop & Coach Leaders. Coach leaders through performance, conduct, development, and retention decisions while strengthening leadership capability across the organization. Drive performance management, calibration, succession planning, and talent development initiatives, including identifying emerging leaders and building intentional paths toward management readiness.
• Navigate Org Health. Use engagement data, attrition signals, and pattern recognition to get underneath team health issues and performance gaps — then bring leaders a point of view, not just a summary.
• Lead Through Friction. Be the steady hand when things get hard. Coach leaders to address people’s issues early and decisively — before they become formal matters. When situations do upscale, navigate them with sound judgment, high integrity, and a clear escalation path.
• Partner Across People Team. Work closely with TA, L&D, and Total Rewards on hiring strategy, onboarding, workforce planning, and cross-functional initiatives.

We’re looking for someone who is deeply passionate about developing talent and building high-performing organizations. You see talent development as a strategic advantage in a scaling company—not simply a program to manage. You’re future-oriented, highly collaborative, and bring a technology-first mindset to how you work, solve problems, and build for scale.

You operate with high ownership and strong business judgment. You don’t wait to be told where the gaps are—you identify them early, bring clarity to ambiguity, and create structure where it accelerates outcomes. Whether your background is in HR, consulting, sales leadership, L&D, or organizational development, what matters most is your ability to influence leaders, elevate teams, and drive meaningful business impact.

• Talent Development & Leadership Coaching. Deep conviction in developing people and leaders as a core driver of company performance. You have strong talent assessment instincts, and can point to measurable outcomes in leadership growth, retention, and team effectiveness.
• Executive Presence & High EQ. Ability to navigate difficult conversations with steadiness, sound judgment, and integrity. You communicate with both directness and empathy, adapt your style to the audience, and build trust quickly across all levels of the organization.
• High Agency & Change Leadership. Comfort operating in fast-moving, ambiguous environments with a bias for action. You bring structure and process where needed—not for complexity’s sake, but to unlock scale, clarity, and…