HR Business Partner

Were seeking a HR Business Partner to support our rapidly growing Engineering team within R&D. In this role youll play a pivotal part in shaping our high-growth organization while contributing to the evolution of our HR function. As we build and scale to meet the dynamic needs of the business youll have the opportunity to drive meaningful impact in a fast-paced and exciting environment. Its an exciting time to join!

• Partner with Director Engineering leaders to translate business priorities and the broader HRBP roadmap into clear people recommendations and action plans for aligned NAMER client groups.
• Serve as a trusted thought partner to Engineering leaders on organizational health leadership effectiveness performance employee relations and manager capability.
• Coach and advise managers on complex leadership and HR matters including sensitive employee relations issues performance challenges team dynamics and manager effectiveness.
• Independently drive defined HRBP work streams from diagnosis through execution bringing forward recommendations tradeoffs and escalation points where needed.
• Lead and improve core HR programs for Engineering including performance management manager effectiveness talent reviews engagement planning and compensation cycles ensuring they are executed with strategic context and operational rigor.
• Use Rippling data and emerging AI-enabled tools thoughtfully to improve insight generation reduce manual work and create leverage in recurring people processes.
• Identify patterns and recurring pain points across aligned Engineering teams then recommend practical improvements to HR processes workflows and manager enablement.
• Partner cross-functionally with HR Talent Compensation Legal People Ops HR Systems and regional HR teams to deliver solutions that support NAMER Engineering leaders and align with broader HRBP priorities.

• Minimum of 7 years of previous HRBP experience.
• Broad HR expertise across performance management employee relations manager effectiveness organizational design talent development and compensation cycles.
• Experience supporting or building people programs frameworks processes or operating rhythms that improve leadership effectiveness talent outcomes and organizational health.
• Strong business acumen with the ability to connect Engineering priorities to practical people strategies recommendations and HR solutions.
• Demonstrated ability to use data to diagnose organizational health identify talent risks and shape recommendations for leaders.
• Ability to operate independently in ambiguous fast-paced environments balancing strategic thinking with hands-on execution and knowing when to escalate or align.
• Strong communication and influencing skills with the ability to build trust challenge thoughtfully overcome resistance and advise leaders through sensitive or complex organizational decisions.
• Experience working in an AI-forward environment with hands-on experience using AI-enabled tools workflows prompts automations or skills to increase HRBP leverage improve manager enablement and strengthen execution of people programs.

Rippling is an equal opportunity employer. We are committed to building a diverse and inclusive workforce and do not discriminate based on race religion color national origin ancestry physical disability mental disability medical condition genetic information marital status sex gender gender identity gender expression age sexual orientation veteran or military status or any other legally protected characteristics Rippling is committed to providing reasonable accommodations for candidates with disabilities who need assistance during the hiring process. To request a reasonable accommodation please email

Rippling highly values having employees working in-office to foster a collaborative work environment and company culture. For office-based employees (employees who live within a defined radius of a Rippling office) Rippling considers working in the office at least three days a week under current policy to be an essential function of the employees role.

This role will receive a competitive salary benefits equity. The salary for US-based employees will be aligned with one of the ranges below based on location; see which tier applies to your location here.

A variety of factors are considered when determining someones compensationincluding a candidates professional background experience and location. Final offer amounts may vary from the amounts listed below.