People Partner – Software & Platform

FluidStack

People Partner supporting Fluidstack’s technical departments on performance and people matters. Collaborating closely with managers to ensure effective team dynamics and employee growth.

Posted 5/31/2026full-timeSan Francisco • California • 🇺🇸 United StatesMid-LevelSenior💰 $195,000 - $315,000 per yearWebsite

About the role

Key responsibilities & impact

Complete onboarding and immerse yourself in the technical departments: sit in on team meetings, 1:1s (with permission), and planning sessions.
Build trust-based relationships with managers. Understand team dynamics, pain points, and open questions.
Map the current state of people practices across your departments: how are performance conversations happening? What’s the onboarding experience? Where are the gaps?
Identify the top 2–3 areas where manager support would have the most immediate impact.
Begin active coaching with managers on performance conversations, feedback delivery, and team-level decision-making.
Partner with the People team to roll out any new systems (performance, engagement, onboarding) within your departments, adapting for the technical context.
Surface department-level people risks to the broader People team with clear framing and proposed next steps.
Establish a regular check-in rhythm with department leadership across your coverage area.
Managers in your departments feel meaningfully more supported in people decisions. You can point to specific conversations or outcomes.
You have a clear picture of people health across your coverage area: retention risks, development gaps, team dynamics.
You’ve helped at least one People system land well in a technical department, not just deployed, but adopted.
You are seen as a trusted partner, not a compliance function. Technical leaders come to you proactively.

Requirements

What you’ll need

Love of learning and intense curiosity about how people and teams work.
Kindness and care in how you engage with colleagues, especially when conversations are difficult.
Design thinking and problem-solving. You look for holistic solutions rather than quick fixes.
Clarity, approachability, and precision in communication.
You have partnered closely with managers before, not just administered HR processes, but actually influenced how leaders manage their people.
You understand how technical teams work: sprint rhythms, release pressure, IC-to-manager transitions, architecture debates that are actually people problems. You don’t need to be technical, but you need to be credible when an engineering manager tells you their situation is different.
You can hold both accountability and empathy simultaneously. You don’t shy away from hard conversations, and you don’t deliver them without care.
You read team dynamics well and can identify patterns before they become crises.
Demonstrated experience in an HRBP, People Partner, or similar embedded role supporting technical teams. We care about what you’ve influenced, not how long you’ve been doing it.
We welcome candidates from coaching, organizational development, technical recruiting, or any background where influencing manager behavior and improving team outcomes in technical environments were central to the work.

Benefits

Comp & perks

Competitive total compensation package (salary + equity).
Retirement or pension plan, in line with local norms.
Health, dental, and vision insurance.
Generous PTO policy, in line with local norms.

ATS Keywords

✓ Tailor your resume

Applicant Tracking System Keywords

Tip: use these terms in your resume and cover letter to boost ATS matches.

Soft Skills

trust-buildingcoachingcommunicationproblem-solvingempathyaccountabilityinfluencingteam dynamics analysiscuriositykindness