Senior HR Business Partner

This position is listed on behalf of a partner company, which manages all applications and next steps. Our partner is looking for a Senior HR Business Partner based in the United States. We are seeking a strategic and hands-on HR leader to support a rapidly growing, internationally distributed technology organization as it scales its workforce. In this role, you will partner with Research and Development (R&D) leaders to shape people strategy, guide organizational design, manage employee relations, and strengthen performance management. You will also play a key role in expanding international employment operations, with a particular focus on the United Kingdom, Employer of Record (EOR) markets, and the Asia-Pacific region. Working closely with Legal, Finance, and People team colleagues across the United States and London, you will help establish compliant employment infrastructure and scalable HR processes. This position combines strategic business partnership with practical expertise in international employment law, risk management, and workforce operations. As the organization expands into new markets, you will have the opportunity to increase your strategic influence and help build the foundations for sustainable global growth.

Partner with R&D leadership: Advise leaders on people strategy, organizational design, performance management, employee relations, and workforce planning, proactively identifying risks and recommending effective solutions. Manage international employee relations: Guide leaders through employee relations matters and organizational changes across international jurisdictions, applying local employment requirements and engaging external legal counsel for high-risk situations, including redundancies and terminations. Build UK employment infrastructure: Collaborate with Legal and Finance to establish employment processes for the UK entity, including employment contracts, probationary periods, notice provisions, right-to-work checks, statutory leave, policies, and benefits. Oversee Employer of Record relationships: Manage EOR partnerships with providers such as Deel and Rippling, evaluate operational effectiveness, and develop plans to transition employees from EOR arrangements to direct employment in priority markets. Monitor employment legislation: Track regulatory developments across the UK and active EOR countries, including changes associated with the Employment Rights Act, and proactively communicate compliance implications and emerging risks. Coordinate performance and compensation cycles: Partner with the HR Manager and Total Rewards team to manage performance reviews, compensation processes, promotions, and job leveling within the supported business group. Develop scalable international processes: Create standardized country-specific employment playbooks and repeatable procedures that support consistent, efficient expansion into new markets. Maintain accurate employee records: Ensure international employee data remains accurate and up to date in Rippling and Deel, supporting audits, compliance reporting, and operational decision-making. Collaborate across global teams: Work closely with US- and London-based colleagues to coordinate HR initiatives, align priorities across time zones, and deliver consistent employee support. Expand strategic ownership: Take on increasing responsibility for international HR operations and employment infrastructure as the organization's global presence grows. Requirements HR business partnership experience: At least five years of HR Business Partner experience, including employee relations and meaningful exposure to UK or international employment environments. UK employment law knowledge: Strong working knowledge of UK employment legislation and the ability to translate legal requirements into practical, compliant HR processes. International employment expertise: Familiarity with international workforce management, Employer of Record models, their limitations, and the operational considerations involved in employing people across jurisdictions. HR systems proficiency: Hands-on experience using Rippling and/or Deel to manage employee data and support international employment operations. Risk assessment and judgment: The ability to recognize potential employment, contractual, compensation, and compliance issues, resolve routine matters independently, and escalate complex or high-risk situations appropriately. Operational precision: Exceptional attention to detail when reviewing employment contracts, compensation information, employee records, and regulatory requirements. Strategic thinking: The ability to balance day-to-day HR execution with broader organizational priorities, scalable processes, and long-term workforce planning. Cross-functional collaboration: Strong interpersonal skills and a collaborative approach to working with leaders and colleagues across HR, Legal, Finance, and other functions. International working flexibility: Comfort working independently across time zones, with some overlap with UK business hours and occasional travel to the UK. Preferred professional credentials: SHRM-SCP, SPHR, or equivalent practical HR expertise is advantageous. Experience with entity establishment: Previous involvement in launching or establishing a legal employment entity is a plus. Broader international exposure: Familiarity with employment law and HR practices across APAC or EMEA beyond the UK is beneficial. Technology-sector experience: Experience supporting engineering or R&D teams within a high-growth SaaS or technology company is preferred. Benefits Competitive base salary: The stated annual base salary range for Austin is $133,000–$180,000, with compensation determined by role level, location, and other relevant factors. Equity opportunities: Equity is offered as part of the compensation package. Performance-based bonus: Eligibility for a bonus in addition to base salary and equity. Remote work: A remote position with collaboration across US- and UK-based teams. Full-time employment: A full-time opportunity with growing strategic responsibility as international operations expand. Career development: The opportunity to help establish international employment infrastructure, support organizational scaling, and influence global people strategy. Cross-functional exposure: Close collaboration with R&D leaders and colleagues in People, Legal, and Finance. Compensation transparency: The position is leveled at P4, and candidates can discuss compensation and job leveling during the initial interview.