People Business Partners Director

True Anomaly, Inc.; Long Beach (CA); On-site; USD 150,000 - 210,000; Full time

Benefits offered by this job

Employer-sponsored healthcare

Generous time off

Equity ownership

401k and Roth 401k options

Learning & Development opportunities

Job summary

True Anomaly, Inc. seeks a Director of People Business Partners to elevate PBPs from service to strategic force. You will lead PBPs who deeply know the business, collaborating with the CPO and the leadership team to shape talent, org design, and people strategy across engineering, BD, and G&A.

You will build and coach a high-impact team capable of challenging leaders with data-driven judgments. The role requires 10+ years in People functions with executive support, strong people leadership, and

Qualifications

• 10+ years in People roles with progressive responsibility, including senior PBP/HRBP to executives.
• Track record in high-growth tech, aerospace, or defense environments.
• Strong org design instincts and ability to coach leaders through scaling.
• Data-driven approach with clear ability to build a business case.
• Ability to give hard feedback with warmth and directness.

Responsibilities

• Build and lead a team of PBPs operating at strategic levels.
• Own relationships with the executive team and advise on people risks.
• Define operating model for PBPs as the company scales.
• Calibrate talent reviews and drive data-based decisions.
• Partner with Talent, Total Rewards, and People Ops to shape programs in the field.

Skills

People leadership

Executive coaching

Data fluency

Org design

HRBP experience

Team development

Executive partnership

Job description

• Partner (PBP) function has to be more than a service layer that shows up when something breaks — it has to be a strategic force that leaders trust with their hardest calls, before those calls become problems
• We’re looking for a Director of People Business Partners to lead that team. This is not a coordination role. It’s a trust-building role. Your PBPs will know their businesses so well — the strategy, the org dynamics, the people risks, the talent gaps — that executives treat them as a core part of the leadership team, not an HR function bolted on the side
• You’ll report to the Chief People Officer and sit on the People leadership team. Your team supports every org — engineering, business development, G&A. You’ll set the standard for what “great business partnership” looks like here, and you’ll build a team that meets it
• Build the team and the craft. Hire, coach, and grow a team of PBPs who can operate at this level. Teach the difference between being helpful and being a trusted advisor. Push your team past task execution into real judgment — knowing when to challenge a leader, when to just listen, when to escape
• Own the relationship with the exec team. Be the CPO’s read on what’s really happening across the business — team health, leadership gaps, org risk. When an exec has a hard people call to make, you and your team should be who they think to call
• Set the operating model. Define how PBPs prioritize, partner, and show up as the company scales. What gets a PBP’s direct attention versus what routes through People Ops. Make sure the model still works at 2x headcount, not just today’s size
• Raise the talent bar. Run calibration and talent reviews that produce honest, evidence-based calls — not consensus for its own sake. Help leaders act on what the data says, including when it’s uncomfortable
• Build manager capability. Your team should be actively developing the next generation of managers across the company — coaching them through their toughest moments, not just onboarding them into the role
• Turn data into a point of view. Don’t just report on attrition or engagement. Tell leaders what it means and what to do about it. Bring a recommendation, not a dashboard
• Partner across the People function. Work closely with Talent, Total Rewards, and People Ops so their programs are shaped by what your team knows about the business — and so your team can execute those programs well in the field
• Handle the hard stuff with judgment. Guide leaders through complex employee relations situations. Know exactly when to handle it yourself, when to loop in legal, and when it needs the CPO

Benefits

• 100% Employer-Sponsored Healthcare: We’ve got you covered! Our comprehensive healthcare package is fully sponsored, ensuring you and your loved ones stay healthy and worry-free, so you can focus on shaping the future of space security.
• Generous Time Off: We believe in working hard and recharging fully. Our generous vacation policy gives you the flexibility to take the time you need to relax, explore, and come back energized to take on new challenges.
• Equity: Own an equity stake in True Anomaly as you build something transformative. With equity options, you’re not just working for True Anomaly; you’re an owner. As an essential part of our growth and future success, we want you to share in the upside potential!
• 401k and Roth 401k options: Plan for tomorrow with our 401K and Roth 401K options that put you in control of your financial future.
• Learning & Development Opportunities: Your growth fuels our innovation. We’re committed to providing you with the resources and training to expand your skills, spark new ideas, and advance your career with us.

A track record in high-growth environments. You’ve been through rapid scaling and know what breaks, and whenDirectness paired with warmth. You give hard feedback in a way people can actually hear and act onData fluency. You build a case with numbers, not just instinctComfort running performance and calibration conversations that push for a higher bar without losing the room10+ years in People roles with progressive responsibility, including several years as a senior PBP or HRBP supporting executives directlyStrong org design instincts. Executives trust your read on people and teams because you’ve earned itExperience managing and developing a team of business partners — you know what separates a good BP from a great one, and you can coach the differenceSound judgment on ER and risk — you know your limits and you know when to pull in helpExposure to scaling through Series C/D or later-stage milestonesExperience in fast-moving tech, aerospace, or defenseFamiliarity with the compliance realities of a cleared or government-facing workforce