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United States
Remote only
At Tribe, we're on a mission to help enterprises realize the value of AI for their business. Every large enterprise wants to use AI to transform how they operate — but many don't have the capabilities to do it. That gap is our opportunity.
We're an AI-native services company that helps enterprises build and deploy best-in-class AI products that deliver real business impact. We partner closely with OpenAI and Anthropic, giving us rare visibility into the most advanced models, roadmaps, and GTM strategies in the world.
We're growing quickly, and we're building the manager support and infrastructure to scale ahead of our manager population, not behind it. We're hiring a Senior People Business Partner to help build that: coaching managers, building the enablement that makes good management repeatable, supporting managers and employees through the moments that matter, and helping shape the culture of a distributed, services-based company, all in service of a business that is well supported through its people.
You'll be a senior collaborator across our people partner function, owning employee relations for the managers and teams you support. You'll also build the programs and policy behind it: spotting patterns, building proactively to address them, and driving adoption so new programs take hold. You're a strategic, relationship-minded partner who sees a need, raises it, and brings a solution, and you're comfortable getting into the details.
Partner with a defined set of managers and leaders on team health, performance, and growth
Run regular manager check-ins and coach managers on leading their teams well
Build and run manager enablement: the toolkit, training, and resources that make good management repeatable
Partner with the People Operations Lead on our AI-native, evidence-based performance process, from design through manager support and calibration
Support leveling and promotion practices as the company grows
Support managers in setting clear expectations and developing their teams
Partner with managers and new hires through the first 30, 60, and 90 days: setting expectations, checking in, and making sure both sides are set up to succeed
Own employee relations for the managers and teams you support, with care and consistency
Handle sensitive moments and conversations with long-term judgment
Help build culture in a distributed, services-based company: remote work principles, connection, and the rituals that make us feel like one team
Build our learning and development approach, working with external partners for skills training
Run the listening mechanisms that tell us how managers and employees are doing, and turn what you hear into action
Build and run people programs and policy, from design through rollout
Identify patterns and themes across managers and teams, and proactively action-plan to address them
Lead change management that drives adoption, so new programs and policy take hold
Tie people programs to business outcomes and show their impact
Advise on team structure, role design, and workforce planning alongside the People Operations Lead and Finance
Partner with Talent on leveling and onboarding of senior hires, and with account and staffing leads on growth paths
7+ years in HR business partnering at a high-growth company
Depth of experience in performance management, organizational development, and manager enablement
Depth in employee relations, with the judgment to know when to bring in the right expertise
Evidence-based: you use data and specifics to make people decisions and defend them
A builder with a record of designing programs that stick, who names it when one doesn't and iterates thoughtfully and quickly
Change management experience that drives adoption, not just launch
Business acumen: you understand how the business works and tie people work to outcomes
You see a need, raise it, and bring a solution
You value close partnership and collaboration
Fluent with AI tools in your own work, with a point of view on how they change people programs
Experience supporting distributed teams across countries, with working knowledge of employment law in the places you've supported
Experience building manager training or a learning and development program from scratch
Exposure to compensation and rewards, such as leveling, bands, and comp cycles
Experience with Rippling or a comparable HRIS
Impact: You shape how managers manage at a company that is scaling several-fold
Ownership: You help build the partnering function rather than inherit it
Opportunity: Rethink how people partnering works in an AI-native company, and define what it looks like in practice
Scope: Manager partnership, employee relations, culture, and learning in the same role
Culture: A team that prizes intellectual growth, learning, and being challenged in a supportive environment
Remote (EST time zone preferred)