Human Resources Business Partner

About BRINC:

At BRINC, we are building the technology that will define the future of emergency response. As a vertically integrated U.S. drone technology company, BRINC designs and manufactures unmanned aircraft systems, autonomous drone stations, command-and-control software, and advanced autonomy for public safety. Today, BRINC deploys Drone as First Responder (DFR) networks that dispatch drones directly to 911 calls, providing real-time aerial intelligence before ground units arrive and helping first responders make faster, safer decisions.

BRINC serves more than 1,000 public safety customers across all 50 states, is the sole drone supplier to Motorola Solutions, and has raised more than $280 million from leading strategic and technology investors, including Motorola Solutions, Index Ventures, Sam Altman, Dylan Field, and others. BRINC is recruiting exceptional engineers to build the next generation of autonomous emergency-response technology, including flight-critical firmware and advanced pilot-assistance capabilities.

BRINC is looking for a Human Resources Business Partner to help shape how we support, develop, and scale our people as the company grows. You'll partner closely with leaders and employees across the organization, serving as a trusted advisor on everything from performance management and employee relations to organizational design, compensation, talent planning, and team effectiveness. This is not a traditional HRBP role where established processes and playbooks are already in place, you'll help build them.

We're looking for someone who can balance strong judgment and sound people practices with the speed, pragmatism, and flexibility of a high-growth startup. You should be equally comfortable advising a senior leader through a complex people decision, coaching a manager through a difficult conversation, and rolling up your sleeves to create the process, framework, or solution the business needs. Above all, you'll help us scale BRINC thoughtfully without losing the ownership, urgency, and mission-driven culture that makes us who we are.

• Partner closely with employees, managers, and senior leaders to provide strategic HR guidance across employee relations, performance management, organizational effectiveness and other core people matters.

• Serve as a trusted advisor to leaders on workforce planning, organizational design, team effectiveness, leadership development and people-related business decisions.

• Coach and develop leaders at all levels, from frontline managers to senior executives, strengthening leadership capabilities and building high-performing teams across the U.S. and Canada.

• Provide thoughtful, solutions-oriented guidance on employee relations matters, balancing employee experience, company values and business needs and applicable employment laws and regulations.

• Lead and advise on performance management processes, including goal setting, performance concerns, development plans, promotions and other talent decisions.

• Own and evolve the company’s compensation philosophy and career architecture, including job levels, career paths, pay ranges, promotion frameworks, and practices that support internal equity, market competitiveness, and employee growth.

• Partner with leaders on organizational change and strategic people initiatives, translating business needs into practical HR programs and recommendations and supporting effective implementation.

• Analyze workforce and employee data to identify trends, risks and opportunities related to retention, engagement, performance, organizational health and talent development.

• Balance strategic partnership with hands-on execution in a fast-paced, growing organization, proactively identifying…