People Partner
ABOUT THE ROLE
We are looking for a People Partner to join Render’s People team as a strategic partner to our Engineering, Product, and Design (EPD) leaders. You’ll combine hands-on HR business partnership with program-design skills to help managers navigate growth, build high-performing teams, and scale people practices as Render grows. This role is based out of our SF office (~3 days/week hybrid).
WHAT YOU’LL DO
- Partner directly with EPD managers and leaders as a trusted, hands-on advisor on org health, team dynamics, and performance
- Approach AI as a core productivity partner and proactively use AI to automate scheduling and streamline communications, research, and other daily workflows rather than defaulting to manual processes out of habit or hesitation
- Diagnose organizational health by looking for patterns across teams using survey data, 1:1s, and other signals and translate insights into concrete, prioritized action plans for leaders
- Design and run people programs end-to-end (e.g., manager enablement, onboarding, engagement-survey action planning), driving stakeholder alignment and follow-through to ensure programs actually change behavior
- Coach managers and executive leaders through growth, reorgs, and performance conversations, giving direct and pragmatic feedback including pushing back when needed
- Support engagement survey programs, helping leaders interpret results and align on the highest-priority actions
- Build and scale manager enablement programs (onboarding, training, community) that create leverage for leaders across the company
WHAT WE’RE LOOKING FOR
- 8+ years experience as an HRBP / People Partner supporting engineering or product leaders, with demonstrated credibility with a Head of Engineering or Product
- AI-forward mindset: excited by AI tools, and consistently looking for ways to use them to increase velocity, output, and strategic value
- Proven track record designing and running people programs from scratch, including stakeholder management and measuring real impact (not just activity)
- Strong critical-thinking skills able to distinguish symptoms from root causes, pattern-match and prioritize the highest-leverage actions across teams
- Excellent written and verbal communication; comfortable coaching leaders on messaging, timing, and change management
- A strong ownership orientation holds self accountable for outcomes, seeks and applies feedback, and adjusts approach quickly
- Comfortable navigating difficult partnerships and giving direct feedback, rather than optimizing for harmony, and dissatisfied with the status quo or settling for conventional approaches
NICE-TO-HAVES
- Experience supporting teams through hyper scale 3x+ growth, scaling, or reorgs
- Experience designing or running manager enablement programs (onboarding, training, performance management)
- Experience with engagement survey programs including design, interpretation, and action-planning
- Prior experience operating in both early-stage and more scaled organizations