Senior People Partner

Role Overview

• People Business Partner: Own the HRBP relationship for your business groups — performance management, employee relations, talent development, org design, and team health. Coach managers proactively. This is ownership, not support.
• Performance & Talent Programs: Own and evolve performance cycles, Pulse surveys, talent assessments and more. Surface trends and insights to leadership with recommendations tied to business outcomes. Bring your POV — don't just run the existing playbook.
• Employee Relations: Independently manage employee relations cases, sensitive situations, and conflict resolution. Know when to escalate and when to own it. Document thoroughly, maintain confidentiality.
• Facilitation & Internal L&D: Facilitate manager enablement workshops, internal learning sessions, and program rollouts. Own the internal comms experience for all people topics. Show up prepared, read the room.
• AI & Automation: Identify and implement automation across the People function — workflows, documentation, reporting, and reactive work. Build systems that create capacity for strategic work.
• HR Tech & Data: Own and optimize the people tech stack. Ensure data accuracy and deliver regular people insights through reporting.
• People Ops: Own onboarding, offboarding, and employee lifecycle processes. Maintain accurate, compliant records.
• Process Improvement: Continuously reduce manual overhead and improve cross-functional coordination.
• Benefits & Compliance Oversight: Internal liaison for PEO-administered benefits and compliance. Primary contact for employee questions and vendor escalations. Flag material regulatory changes requiring internal action.

Requirements

• 5–8 years of HR experience, with at least 3–5 years in a true HRBP or business partner capacity — and a people ops foundation that means you can still get hands-on when it matters. Ideally you've supported GTM, Engineering, or mixed business groups at a startup.
• Demonstrated ability to independently own performance management, employee relations, and manager coaching — not just support someone else running those processes.
• Detail orientation: anticipates stakeholder and cross-functional needs before being asked, thinks through downstream impacts before acting, and executes with near-perfection where it counts — HRIS data moves, employee comms, and anything that touches the employee experience directly.
• Genuine AI fluency: actively uses AI tools in your workflow, has a POV on how AI should reshape HR operations, and is energized about automating the manual work.
• Business acumen: genuinely curious about the business — how it makes money, where it's headed, and what's getting in the way. Can speak to headcount tradeoffs, org design implications, and connect people recommendations to business outcomes. Doesn't declare victory when a solution is implemented; follows through to actual resolution and measurable impact.
• Comfortable facilitating sessions with leaders and employees — from manager enablement workshops to internal comms rollouts on sensitive people topics.
• Strong systems thinker who has meaningfully improved or implemented HR tools — not just used them.
• Experience at a startup or high-growth company where you had to build, not just operate.
• A fresh perspective: can learn Lumos's culture and build for what we actually need — not default to what worked at the last company.
• Familiarity with our current stack a plus: Culture Amp, HiBob, Deel (EOR), Sequoia One (PEO).

Benefits

• 💯 Remote work culture (+/-4 hours Pacific Time)
• ⛑ Medical, Vision, & Dental coverage covered by Lumos
• 🛩 Company and team bonding trips throughout the year fully covered by Lumos
• 🌴 Flexible PTO, with minimum time off to make sure you are rested and able to be at your best
• 👶🏽 Up to 16 weeks for expecting parents
• 💰 Monthly wellness stipend
• 🏦 401k matching plan