Director of People Partnerships

Tekmetric

Director of People Partnerships at Tekmetric establishing frameworks for people partnerships. Managing a team and collaborating with senior leaders to enhance business execution and strategy.

Posted 6/1/2026full-timeHouston • Texas • 🇺🇸 United StatesLeadWebsite

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Hard Skills

people partnershiporg designworkforce planningsuccession planningperformance managementcoaching frameworksdata analysispattern recognitionHRBP managementprocess building

Soft Skills

team developmentleadershipcommunicationtrust buildingfeedback deliveryclarity in ambiguitydirectnessmodeling behaviorhigh standardsproblem-solving

Tools & Technologies

HRIS platformsRipplingpeople analyticsLatticeAI toolsperformance management tools

Industry Keywords

high-growth SaaScustomer-facing teamstechnical hiringteam healthemployee experienceGTMR&DG&Asenior leader relationshipscompetitive advantage

About the role

Key responsibilities & impact

We’re looking for a Director of People Partnerships who is energized by two things in equal measure: developing the people on their team and making the leaders around them measurably better. This is first and foremost a builder role. You'll be establishing how people partnerships work at Tekmetric — the frameworks, the operating rhythms, the standards — while simultaneously leading the team that delivers it.
You’ll manage and develop a team of 2–3 People Partners embedded across our GTM, Customer, R&D and G&A divisions, while personally owning senior leader relationships and escalated employee matters. You set the standard for what great people partnership looks like at Tekmetric and build a team that delivers it consistently.
This role sits at the intersection of people strategy and business execution. You’ll report to the VP of People & Culture and partner closely with the Director of People Operations, Sr. Director of Talent Acquisition, and Head of Employee Experience to build a People function that is a genuine competitive advantage as Tekmetric scales toward 200M ARR and beyond.
Design and maintain a rigorous approach to org design, workforce planning, and succession planning across all divisions.
You will help execute how we develop leaders at Tekmetric — calibrations, succession planning, performance rigor, and coaching frameworks — and ensure your team executes it with consistency and quality across every division.
Use engagement data, attrition signals, and pattern recognition to surface what’s driving team health issues and performance gaps across the org — then bring the VP of People and senior leaders a point of view, not just a summary.

Requirements

What you’ll need

You’ve managed and developed a team of HRBPs or People Partners — and you can point to specific people you’ve elevated, not just managed.
You’re energized by doing the work yourself, not just overseeing it. You don’t hand off the hard stuff — you model how to handle it.
You set a high bar for your team and hold it — on quality of partnerships, consistency of judgment, and the impact of the work.
You have 8–12+ years in people partnership or a closely related function, with at least 3–4 years at the director or senior HRBP level in a high-growth SaaS or technology company.
You’ve worked somewhere that was scaling fast and you had to build processes and infrastructure to support it.
You’ve supported revenue-generating or customer-facing teams and understand how quota-carrying managers think — and what it takes to earn their trust.
You've partnered with R&D orgs and understand how they build teams, set technical hiring bars, and define success, and you earn their trust by speaking their language, not just supporting their processes.
You build credibility with senior leaders quickly — not by being agreeable, but by being sharp, direct, and useful.
You don’t wait to be told where the gaps are. You identify organizational risk early, bring clarity to ambiguity, and know when to push back and when to align.
You can deliver hard feedback to a VP, coach a struggling first-time manager, and present to the leadership team — in the same day — and calibrate your approach for each.
You’re comfortable with HRIS platforms (Rippling a plus), people analytics, and performance management tools (Lattice or similar). You can pull the data and tell the story.
You actively use AI tools to improve your own work — decision-making, synthesis, workflows — and bring that orientation to your team.

Benefits

Comp & perks

Enjoy the flexibility of remote work
Competitive base salaries that reflect your value.
Generous Paid Time Off, because we know you do your best work when you're well-rested.
Support for every stage of life—with paid maternity, parental bonding, and medical leave for you or your loved ones.
Comprehensive health benefits, including Medical, Dental, Vision, and Prescription coverage. For employee only, we offer plans that cover 100% of premiums and we cover 50% of costs for families.
Prioritizing your mental health: get free, confidential counseling through our partnership with BetterHelp.
401(k) Retirement Savings Plan with 100% employer match on contributions up to 6% - so your future self will thank you.
Flexible Spending Accounts (FSA) and Health Savings Accounts (HSA) to make your money go further.
Life and Accidental Death & Dismemberment (AD&D) Insurance for added peace of mind.
Wellness on your terms: get up to $60/month toward fitness, mental health, or almost anything that helps you feel your best.
After one year of employment, enjoy a $300 home office setup bonus to help make your space work for you.
Keep growing with support for continuing education - we’re invested in your development.