Human Resources Business Partner

Theron Solutions; United States; On-site; USD 120,000 - 180,000; Full time

Job summary

Theron Solutions in the United States is seeking an experienced HR business partner to partner with executives across Ops, Customer Success, Deployment and Engineering, guiding org design and workforce planning. You will co-own twice-yearly performance cycles, calibrations, and tie results to compensation philosophy, while managing complex employee relations and ensuring compliance with US laws.

The role involves building HR metrics, headcount reporting, supporting AOP, audits (SOC 2), and

Qualifications

• 5+ years of progressive HR experience (7–10 years ideal), including HRBP experience.
• Startup or high-growth tech, SaaS or AI experience, ideally at a company with 250 or more employees
• Hands-on experience with compensation planning, performance calibration, talent reviews and ER for a US workforce
• Confidence working directly with executives in a flat organization
• Stable career history; moving jobs in under 2 years is a red flag.

Responsibilities

• Act as a strategic HR partner to leaders in Ops, Customer Success, Deployment and Engineering, building trust from day one and giving advice on org design, workforce planning and people decisions
• Co-own the twice-yearly performance cycles (September and March) and the calibration process, then use the results to help shape their compensation philosophy
• Handle complex employee relations work, including investigations, performance concerns, PIPs, leaves of absence and sensitive situations, while coaching managers through difficult conversations in line with US federal and state employment law
• Build and maintain HR metrics and headcount reporting, and support annual operating plan (AOP) and headcount planning as the company scales from about 250 to 350–400+ employees
• Support HR compliance and customer audits (such as SOC 2 for enterprise customers like airlines) by gathering evidence and joining audit calls with the global People team
• Design and roll out programs for engagement, retention, talent reviews and change management, using AI tools such as ChatGPT and Claude to work faster and communicate clearly.

Skills

HRBP experience

Compensation planning

Performance calibration

Talent reviews

Headcount planning

HR metrics

Education

Bachelor's degree

Tools

ChatGPT

Claude

Job description

• Act as a strategic HR partner to leaders in Ops, Customer Success, Deployment and Engineering, building trust from day one and giving advice on org design, workforce planning and people decisions
• Co-own the twice-yearly performance cycles (September and March) and the calibration process, then use the results to help shape their compensation philosophy
• Handle complex employee relations work, including investigations, performance concerns, PIPs, leaves of absence and sensitive situations, while coaching managers through difficult conversations in line with US federal and state employment law
• Build and maintain HR metrics and headcount reporting, and support annual operating plan (AOP) and headcount planning as the company scales from about 250 to 350–400+ employees
• Support HR compliance and customer audits (such as SOC 2 for enterprise customers like airlines) by gathering evidence and joining audit calls with the global People team
• Design and roll out programs for engagement, retention, talent reviews and change management, using AI tools such as ChatGPT and Claude to work faster and communicate clearly.

Must-haves:

• 5+ years of progressive HR experience (7–10 years ideal), including HRBP experience; bachelor's degree required
• Startup or high-growth tech, SaaS or AI experience, ideally at a company with 250 or more employees
• Hands-on experience with compensation planning, performance calibration, talent reviews and ER for a US workforce
• Confidence working directly with executives in a flat organization
• Stable career history; moving jobs in under 2 years is a red flag.

EOE:

Our client is an Equal Opportunity Employer, committed to a workplace free from discrimination and harassment. Employment decisions are based on business needs, job requirements, and individual qualifications without regard to race, color, religion, gender, age, disability, sexual orientation, gender identity, marital status, military service, genetic information, or any other status protected by law.