About the role
People partners support managers and teams across the company through the things that matter most at work: hiring decisions, performance conversations, role changes, leave, conflict and growth. You will be the person managers call when a situation is hard and they need a clear, fair plan. You work across Columbia, New York and remote colleagues, so your advice has to hold in every location.
A company that moves people between divisions needs a people function that understands all of them. Engineers who move from Software Consulting into Frontier AI need different support from an experienced operator joining the parent company. We keep career paths visible across the four divisions, so that good people are not lost simply because the team next door could not see them.
We practise direct feedback and write down what we agree. Decisions about people are made on the facts, reviewed by a second pair of eyes, and explained to the people affected.
What you’ll do
- Advise managers on performance, underperformance and difficult conversations, with clear options and a documented plan where needed.
- Run calibration and review cycles with managers, checking for consistency and fairness across divisions and locations.
- Support internal moves between divisions, including the conversations with both managers and the person's career goals.
- Lead investigations into workplace concerns with care, making sure the people involved are heard and protected.
- Work with leaders on team design, role scoping and hiring plans that match the company's stated priorities.
- Improve onboarding and manager training, using feedback from new starters and managers to revise the content.
- Track people metrics such as attrition, engagement and internal mobility, and explain what they mean to leadership.
What you’ll bring
- Experience as a people partner, HR business partner or generalist in a company of several hundred people or more.
- Working knowledge of employment law in the UK and US, and the judgement to know when to bring in specialist counsel.
- Strong facilitation skills, with the ability to hold a hard conversation between a manager and a team member.
- Experience with performance and calibration processes, and the discipline to keep them consistent across teams.
- Comfort with data, enough to read attrition and engagement results and separate signal from noise.
- Clear, direct communication, including the ability to tell a senior leader that a plan will not work as drafted.
Nice to have
- Experience in a fast-growing or multi-site technology company, including managing remote teams.
- Certification such as CIPD, SHRM or an equivalent people management qualification.
- Experience designing career frameworks for engineering or research roles.
- Experience supporting teams through reorganisations, restructures or changes in strategy.
Work you might take on
- 01
Design a career framework for engineers that shows how skills, scope and impact progress across all four divisions.
- 02
Launch an internal mobility process that lets people apply to a role in another division without losing their place.
- 03
Rebuild the new manager programme around real cases, with a practice session on each common hard conversation.
- 04
Pilot a quarterly listening exercise across Columbia, New York and remote teams, with results reported back within a month.
Compensation
$160K – $240K
The US base salary range for this role. Every offer also includes equity in Clexerl and, when it spins out, in the venture you help build. We tell you the reasoning behind your number.
Benefits
Health, fully covered
Medical, dental and vision for you and your dependants, premiums paid in full.
Two kinds of equity
Equity in Clexerl, plus a stake in the venture you help build when it spins out.
22 weeks parental leave
Fully paid, for every parent, however your family arrives.
Rest that sticks
Flexible time off with a four-week minimum we actually check on, plus a company-wide week in December.
Learning and compute
A yearly budget for courses, conferences and books, and compute credits for side projects.
401(k) with a 4% match
Matched from your first paycheque and vested immediately.
How we hire
Apply 5 minutes
Send links to what you have built and a few lines on why this role. No cover letter needed.
Intro call 30 minutes
A conversation with the hiring manager about the work, the team and what you want next.
Work sample 2–4 hours
A paid take-home or a pairing session on a real-shaped problem. You pick the format.
Studio day One day
Meet the team, go deep on your work and ours. Remote or in person.
Offer Within 5 days
A written offer with the full range, the equity and the reasoning behind both.
Opens an email with a short template. Links beat résumés.