Senior People Partner

Deepgram

Senior Human Resources Business Partner managing employee relations and performance management in a growing remote-first organization. Collaborating with teams to ensure effective people practices at Deepgram.

Posted 7/16/2026full-timeRemote • 🇺🇸 United StatesSenior💰 $130,000 - $185,000 per yearWebsite

Core Competencies

Role fit

Core Competencies

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Demonstrates extensive experience in employee relations, performance management, and manager coaching, while providing strategic guidance on people-related risks and decisions. Capable of operationalizing organizational changes and ensuring compliance with employment laws in a high-growth environment.

Highest-signal resume keywords

Employee RelationsPerformance ManagementManager CoachingChange ManagementCompliance with Employment Laws

ATS Keywords

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Applicant Tracking System Keywords

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Hard Skills

HR Business Partner ExperiencePerformance Management ProcessesGoal-SettingDocumentationCompensation ManagementLeave AdministrationPolicy ApplicationOrganizational Change DesignTalent and Succession PlanningWork Authorization Processes

Soft Skills

Strong Business JudgmentWritten CommunicationVerbal CommunicationDiscretionInterpersonal Skills

Industry Keywords

High-Growth EnvironmentsComplex Workplace ScenariosEmployee LifecycleManager Capability BuildingRemote-First EnvironmentSystemic Issues IdentificationTrusted AdvisorChange InitiativesPerformance CultureLegal Compliance

About the role

Key responsibilities & impact

Serve as a primary point of contact for employee relations matters, including performance concerns, interpersonal issues, investigations, and complex workplace scenarios
Coach managers through difficult conversations, feedback delivery, performance management, and documentation
Provide consistent, fair, and legally sound guidance across key employee lifecycle moments
Act as a trusted advisor to leaders on people-related risks, decisions, and trade-offs
Partner with the Head of People to translate company strategy into people practices that are right-sized for scale
Identify patterns and systemic issues early and recommend practical, upstream interventions
Serve as a change partner to leaders, helping design, position, and operationalize organizational changes to drive understanding, adoption, and trust
Support performance management processes, goal-setting, feedback cycles, and manager capability building
Partner with leaders on team structure, talent and succession planning, and ways of working that enable strong performance and sustainable growth
Help managers navigate underperformance, role clarity challenges, and organizational change
Reinforce a culture of high performance without unnecessary bureaucracy
Lead the offboarding and separation experience with employees and managers, including exit interviews, separation agreements, and coordination with Finance
Partner on compensation cycles end to end, including merit and promotion rounds, off-cycle adjustments, and preparing change-of-salary and promotion letters
Serve as a trusted point of contact for manager and employee compensation questions, using judgment on what to resolve directly and what to escalate
Help build and refine People processes, templates, documentation, and manager resources
Partner on tools and workflows that improve consistency, efficiency, and employee experience
Balance compliance, speed, and sound judgment as the company grows
Partner with the Head of People to support change initiatives (e.g., policy updates, process shifts), including re-education, leader enablement, and reinforcement
Partner with People Ops, Legal, and Finance to ensure compliance with federal, state, local, and our local partners with regard to international employment laws
Support leave administration, policy application, and complex employee situations
Help ensure People practices are defensible, consistent, and aligned with company values
Act as the point of contact for work authorization needs, including H-1B, STEM OPT and Form I-983, and TN visa reviews
Partner with immigration counsel on case strategy and coordinate with candidates, employees, and hiring teams through each step

Requirements

What you’ll need

7–10+ years of HR experience, including at least 5 years in an HR Business Partner role within high-growth or complex environments
Strong business judgment and the ability to understand context quickly, challenge assumptions when needed, and guide leaders through tough trade-offs
Deep experience in employee relations, performance management, and manager coaching
Comfort operating synchronously and asynchronously in a fast-paced, remote-first, evolving environment with shifting priorities
Strong written and verbal communication skills and a high degree of discretion

Benefits

Comp & perks

Offers Equity
Offers Bonus