Senior People Partner

RMI

Senior People Partner driving people strategy and organizational impact at RMI. Collaborating with leaders and teams to enhance workforce planning, engagement, and DEI initiatives.

Posted 7/10/2026full-timeRemote • California, Colorado, New York, Washington • 🇺🇸 United StatesSenior💰 $115,280 - $142,082 per yearWebsite

About the role

Key responsibilities & impact

Serve as a strategic People Partner to leaders across an assigned portfolio of programs and departments, with accountability for driving the people agenda and talent strategy.
Partner with leaders and the People Team to develop and execute people strategies related to performance management, organizational design, change management, employee engagement, and workforce planning.
Deliver a seamless People Team experience by coordinating and influencing key partners across Talent Acquisition, Total Rewards, People Operations, and Employee Experience to meet business and employee needs.
Coach and advise leaders to strengthen team effectiveness, leadership capability, and organizational performance.
Lead annual compensation, performance review, and talent planning processes, while supporting engagement, diversity, equity, and inclusion (DEI) goals and other people-related initiatives.
Partner with People Team experts to design and implement DEI strategies, programs, metrics, and solutions that advance an inclusive workplace.
Translate organizational strategy into talent plans by identifying future workforce needs and partnering with leaders to attract, develop, retain, and deploy talent.
Proactively assess organizational needs and lead change initiatives that align team structures, talent, and capabilities with business priorities.
Drive long-term organizational and talent strategies, including organizational design, leadership effectiveness, and change management efforts that improve impact and scalability.
Leverage HR technology and people analytics to identify trends, inform decisions, and proactively address workforce challenges and opportunities.
Monitor and improve key people metrics, including engagement, retention, diversity, inclusion, learning, and leadership effectiveness.
Lead workforce planning efforts, partnering with leaders to forecast talent needs and align hiring and talent strategies with organizational objectives.
Assist as needed with Recruitment.

Requirements

What you’ll need

12+ years of progressive Human Resources experience, including workforce planning and serving as an HR Business Partner (HRBP) or in a similar strategic people-facing role
Proven track record of supporting international operations with a global workforce
Experience navigating highly complex organizational environments
Proficiency in organizational design and effectiveness, change management, performance management, total rewards, and compliance.
A thorough understanding of HR practices, policies, and employment law.
Adept at data-driven problem-solving, identifying root causes, and garnering leadership support for addressing them.
Strong interpersonal skills, foster collaboration, and effective coaching.
Skilled in navigating differences to cultivate inclusive environments and teams.
Demonstrated ability to manage multiple priorities and cultivate relationships across all levels of an organization.
Experience in making decisions within ambiguous, fast paced, and collaborative settings.
Previous experience with energy/climate-change or mission-driven organizations is advantageous.
Experience supporting or partnering with recruiting functions, with familiarity in talent acquisition processes and workforce planning strategies.

Benefits

Comp & perks

Medical, dental, vision insurance
403b retirement match with immediate vesting
Group life, AD&D, and short- and long-term disability
Optional voluntary life, AD&D and accident plans
Health savings or flexible spending accounts
Fertility and hormonal health support
Mental health and wellness support
Comprehensive leaves of absence (including generous parental leave)
Generous paid time off and sick leave
Paid sabbatical leave
Regional holidays with at least one extended break in each geography
Work from home and home technology allowances
Learning & development opportunities (LinkedIn Learning and an annual individual professional development budget)
Potential for bonuses and merit increases
Discount marketplace (gym memberships, pet insurance, etc.)
Hybrid / remote work options
Team retreats and geographic meetups
Rewards and recognition programs

ATS Keywords

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Applicant Tracking System Keywords

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Hard Skills & Tools

Performance ManagementTotal RewardsWorkforce Planning StrategiesData-Driven Problem-SolvingEmployment Law ComplianceTalent Acquisition ProcessesOrganizational Strategy TranslationKey People Metrics MonitoringCoaching and Advising LeadersNavigating Complex Organizational Environments

Soft Skills

Interpersonal SkillsCollaborationEffective CoachingRelationship BuildingDecision-Making in Ambiguous Settings