People Business Partner (Data Center Operations)

Coreweave; Sunnyvale (CA); On-site; USD 120,000 - 165,000; Full time

Job summary

CoreWeave seeks a People Business Partner for Data Center Operations to serve as the strategic and operational backbone for people decisions across its data center footprint. You’ll partner with leaders to move fast with sound judgment and translate business goals into actionable people initiatives.

You’ll own core HR processes end-to-end, surface patterns from data, and enable change at speed to support growth across a multi-site, 24/7 environment.

Qualifications

• 6+ years of HRBP experience, ideally in operations or frontline roles.
• Experience advising directors and above on complex people matters with sound judgment.
• Strong knowledge of employment law and HR compliance across multi-site operations.
• Experience owning core HR processes end-to-end (performance, compensation, workforce planning, ER).

Responsibilities

• Serve as the strategic and operational backbone for people decisions across CoreWeave’s data center footprint.
• Enable leaders to move fast without sacrificing judgment, turning high-stakes challenges into defensible decisions.
• Own core people processes end-to-end, balancing executional rigor with speed.
• Reduce friction, increase clarity, and amplify leadership impact as the organization scales.
• Partner with Data Center Operations leaders to translate business goals into people actions.
• Deliver high-quality outcomes across complex, often ambiguous workstreams.
• Lead organizational change in a dynamic, fast-paced environment with transparency and continuity.
• Meet the business on-site at data center sites and travel as needed (up to 30%).

Skills

Strategic partnership

Influencing senior leaders

Cross-functional collaboration

Change management

Data-driven decision making

Tools

HRIS systems

Greenhouse

Workday

Culture Amp

Job description

• As a People Business Partner for Data Center Operations, you’ll be the strategic and operational backbone for people decisions across CoreWeave’s data center footprint.
• You’ll enable leaders to move fast without sacrificing judgment, turning ambiguous, high-stakes people challenges into clear, defensible decisions that support execution and growth
• You’ll own core people processes end-to-end, balancing executional rigor with speed. You’ll spot patterns before they become problems, surface insights leaders haven’t asked for yet, and step in early enough to course-correct before challenges impact delivery.
• This role exists to reduce friction, increase clarity, and amplify leadership impact as the organization scales
• Strategic Partnership: Serve as an influential thought partner to Data Center Operations leaders, helping translate business goals into people decisions that improve execution, support growth, and strengthen organizational effectiveness. Anticipate how priorities are evolving and align your work accordingly, before leaders come to you with the problem
• Execute with Impact: Consistently deliver high-quality outcomes across complex, often ambiguous workstreams. Balance strategic thinking with hands‑on execution, stepping into the details when needed and knowing when to pull back. Consider the upstream and downstream implications of decisions before recommending a path
• Pattern Recognition & Insights: Leverage data, observations, and deep domain expertise to identify recurring patterns across Data Center Operations, surfacing signals proactively, synthesizing them into clear actions, and helping leaders course‑correct before challenges compound
• Enable Change at Speed: Lead organizational change in a dynamic, fast‑paced environment, ensuring seamless transitions, transparency, and business continuity. As a People Business Partner, you’re driving change, not just managing through it. Able to execute at speed without sacrificing quality of work
• Talent Management: Drive workforce planning, talent calibration, and performance management activities across Data Center Operations, enabling consistent and defensible people decisions. Apply deep expertise to hold the bar on job architecture and leveling in a function where those lines can blur
• People Risk & Workplace Advisory: Independently manage complex people matters, balancing risk, speed, and business practicality with sound judgment. Owning the resolution, not just the escalation
• Meet the Business Where It Lives: You’re willing and able to travel regularly to data center sites (30% travel) and are comfortable building credibility with frontline teams, not just senior leaders. You see time on‑site as core to doing the job well, not a disruption to it, and you understand that operations environments run differently than corporate ones, adapting your communication style, cadence, and tools to fit the reality of the teams you support
• Hold the Line with Judgment: You know when to enforce consistency and when to flex, and you can defend either call with sound reasoning. You’re comfortable being the person who says “no” or “not yet” when it’s the right call for the business, even when it’s not the easy answer
• Cross‑functional Delivery: Lead effective collaboration with People Team COEs and other stakeholders to deliver scalable, business‑aligned people solutions. Share insights and practices that raise the quality and efficiency of work across the broader PBP team

• Proficiency with HRIS and talent systems (e.g., Greenhouse, Workday, Culture Amp, or equivalent)
• Experience partnering cross‑functionally with Legal, Talent, Finance, and People Ops/COE teams to deliver scalable solutions
• Proven track record advising and influencing managers and senior leaders (Director+) on complex, ambiguous people matters, with sound judgment on risk and business practicality
• Working knowledge of employment law and HR compliance as it applies to a 24/7, multi‑site operations environment
• 6+ years of progressive and relevant HR Business Partner experience, including significant time supporting operations, industrial, or other front line populations
• Demonstrated experience owning core HR processes end‑to‑end: performance calibration, compensation cycles, workforce planning, and employee relations investigations