Senior HR Business Partner

What You'll Bring:

• HR Business Partnering — Applies working knowledge of business priorities and workforce needs within the US and Canada client group to align people initiatives with business objectives and provide trusted advisory support to leaders and managers at all levels.
• Workforce Planning and Organizational Support — Applies workforce planning methodologies and organizational design principles to support headcount planning, org changes, and business effectiveness within the client group, in line with the framework set by the Principal HR Business Partner.
• Employment Law and Employee Relations (US & Canada) — Maintains working knowledge of US and Canadian employment legislation and regulatory frameworks, independently managing moderate-to-complex employee relations matters within those jurisdictions. Working knowledge of employment fundamentals in other jurisdictions (e.g., UK, EMEA, APAC) is desirable, as the role may be asked to support the wider HR Business Partner team outside its core territory.
• Talent Management and Performance — Applies performance management, career development, and talent process knowledge to support capability development within the client group.
• People Analytics — Uses workforce metrics, organizational data, and HRIS-derived reporting to evaluate trends and support evidence-based decisions within the client group.

What You'll Do:

• HR Advisory — Provides sound, commercially informed HR guidance to leaders on moderate-to-complex workforce and talent challenges within the US and Canada client group, exercising judgment on approach and escalating matters that exceed this level's scope.
• Employee Relations Case Management — Manages moderate-to-complex employee relations cases end-to-end within US and Canada employment frameworks, balancing legal compliance, business priorities, and employee experience.
• People Program Delivery — Delivers and locally adapts HR programs (performance cycles, workforce planning inputs, career development processes) for the client group in line with enterprise standards.
• Workforce Data Interpretation — Interprets workforce data and people metrics for the client group to identify trends and inform recommendations to leaders, including through periods of increased organizational scrutiny or governance rigor (e.g., audit readiness, compliance program maturation, or a prior employer's scale-up or pre-exit period).
• Compensation Analysis — Applies compensation data and benchmarking to support pay recommendations, offer construction, and pay equity considerations for the client group, escalating matters requiring Principal-level or Total Rewards review.

What We Offer

• The opportunity to work on a global, mission-critical AI platform alongside the best engineers and technologists across multiple geographies
• A role with real ownership and impact, building complex systems at scale in an environment that values speed, experimentation, and technical excellence
• A highly attractive benefits package, including competitive cash compensation, an equity award aligned with long-term value creation, and comprehensive health insurance for employees and their families
• Modern, comfortable offices in London, with an expectation of (hybrid) working from the office 1 day per week, reflecting our belief in strong in-person collaboration.
• A generous time-off policy of 30 days annually, plus public holidays and sick leave, recognizing the importance of sustained high performance

About Our Process

We take Talent very seriously and we are building a community of extraordinary individuals working together in very high performing teams. We also know that the best Talent always has options so we believe that the process has to be a two-way assessment - the company AND the candidate assessing the business needs alignment, the career next step alignment, and the cultural alignment.

During the process we will begin by exploring the core factors regarding salary and location along with core experience and skills and values alignment. We will then deep dive explore the critical technical competencies we have identified for the role, and then we will deep dive in behavioral competencies.

The most aligned candidate will then be asked to do a practical work task simulation activity so we can make sure that you will enjoy the kind of work the role requires, and this task will typically be presented and discussed with a group of colleagues and managers. Finally we will ask you to meet with a number of our senior leaders to make sure that you are making the most informed call possible.

Please note that:

• We want to get to know you and have a genuine conversation, so the use of AI tools or assistance during live interviews is strictly prohibited and will result in immediate disqualification from the process.
• Interviews may be recorded for internal review purposes to ensure fairness and enable collaborative hiring discussions within the team.