Director, People Business Partnership

About the Role

Your core mandate is to help make Imprint, person for person, the most extraordinary group of builders anyone will ever have the privilege to work alongside and ensure every seat stays extraordinary.⁠

As a trusted people partner to leaders across the business, you’ll build teams where every role matters and people can do the best work of their careers. At the heart of that mission: making Imprint the home of the best managers people will ever work for.

You’ll set a high bar and help leaders meet it through clear expectations, honest feedback, and evidence-based coaching. This is hands-on, heart-in work: asking brave questions, challenging decisions, and helping leaders build teams that achieve extraordinary things—and grow stronger along the way.

The Opportunity

• Shape the decisions that shape the business. Partner with executives as a trusted advisor who knows their teams, plans, and pressure points as well as they do. Anticipate needs before they become problems and challenge people decisions with evidence.

• Make Imprint the home of the best leaders. Hold the bar for management. Ensure that every employee at Imprint has the best manager of their career. Define clear expectations for what great management looks like here and give managers the coaching, tools, data, and tight feedback loops that show them at any moment where they need to get stronger. Combine employee feedback, team outcomes, and people data to identify where leaders need support or intervention

• Make clarity and feedback an everyday experience. Help managers translate company priorities into clear individual expectations and observable standards of great work. Build a rhythm of meaningful check-ins, timely recognition, and direct, actionable feedback so employees always know where they stand. Make performance reviews a useful reflection of ongoing conversations, not the first time someone hears how they are doing.

• Turn strong performance into extraordinary growth. Help managers turn real work into meaningful development through stretch opportunities, coaching, and clear career conversations. Partner on career frameworks, succession, and internal mobility so employees can see a future at Imprint and leaders build the next generation of talent, not just deliver the next milestone.

• Build teams that sustain extraordinary performance. Help leaders build the conditions for ambitious work that people can sustain. Surface overloaded teams, conflicting priorities, and single points of failure early. Coach managers to make explicit trade-offs about what to do, what to stop, and what to resource differently, so success comes from focus, strong systems, and growing capability, not recurring heroics.

• Shape how Imprint is built to grow. Partner with leaders and Finance on team structures, spans and layers, and organizational changes. Establish a consistent planning framework so teams are adequately staffed for major partner launches.

• Lead the company through change. Partner with executives to plan and execute major transitions, including reorgs, pivots, and shifts in strategy. Own the change management and communication plans, equip managers to lead their teams through each move, and measure whether the change landed.

• Leverage people data to drive real change. Use exit interviews, engagement surveys, and workforce data to identify root causes, recommend action, and measure results.

• Be the standard for fairness. Handle complex employee relations matters and investigations with discretion, sound judgment, consistent standards, and appropriate legal partnership across California, New York, and other states.

What You’ll Bring

• 7-10+ years of HR experience, including significant experience partnering with senior executives in a high-growth or scaling company.

• Substantial experience handling employee relations matters and involuntary departures, with the ability to coach leaders through difficult conversations with candor and care.

• Deep expertise in organization design, performance management, and leadership development and the judgment to diagnose what a leader or team actually needs.

• A data-informed approach: you use quantitative and qualitative evidence to diagnose problems, build the case for change, and assess whether it worked.

• A track record of improving how managers lead, not just delivering manager training. You have helped leaders establish clear expectations, give useful feedback, develop talent, and address unsustainable ways of working, with evidence that employees experienced the difference.

• The ability to earn credibility with executives, including technical leaders, and deliver advice that is clear, direct, and grounded in the business.

• Self-starter who moves with urgency and takes initiative without waiting for permission

• Proven ability to lead through high-growth moments, organizational crises, and company pivots.

• Exceptionally high emotional intelligence. You are able to navigate sensitive conversations with directness and care

• Comfort with ambiguity and a bias toward building useful structure rather than waiting for it.

• Practical AI fluency and curiosity about how agents and automation can improve the way HR works.

Nice to Have

• Experience in fintech, financial services, or another regulated industry.

• Experience as an executive coach.

• Experience leading a team of HR Business Partners.

• Experience supporting a multi-state workforce, particularly in California and New York.

Perks & Benefits

• Competitive compensation and equity packages

• Leading configured work computers of your choice

• Flexible paid time off