People Business Partnership Director

Imprint; United States; On-site; USD 180,000 - 280,000; Full time

Job summary

Imprint is seeking an accomplished HR leader to partner with executives, design organizations, and coach senior managers. The role focuses on building a scalable HR function in a fast-growing fintech environment with multi-state responsibilities including California and New York.

You will drive performance management, leadership development, and data-informed change while ensuring fair and compliant employee relations across the company.

Qualifications

• 7-10+ years of HR experience, including significant experience partnering with senior executives in a high-growth or scaling company.
• Experience in fintech, financial services, or another regulated industry.
• Executive coaching experience.
• Leading a team of HR Business Partners.
• Supporting a multi-state workforce, particularly California and New York.
• Data-informed approach to diagnose problems and drive change.
• Interest in practical AI and how automation can improve HR workflows.

Responsibilities

• Partner with executives as a trusted advisor who understands teams, plans, and pressure points.
• Shape organization design, performance management, and leadership development.
• Lead through high-growth moments, crises, and pivots with a steady governance mindset.
• Coach managers and leaders to establish clear expectations and effective feedback loops.
• Ensure fairness and manage employee relations matters with discretion and sound judgment.
• Leverage people data, exit interviews, and workforce metrics to drive real change.

Skills

Executive coaching

HR leadership

People analytics

Org design

Change management

Talent development

Employee relations

Education

Bachelor's degree in HR or related field

Tools

Workday

HRIS

Job description

• Your core mandate is to help make Imprint, person for person, the most extraordinary group of builders anyone will ever have the privilege to work alongside and ensure every seat stays extraordinary.
• As a trusted people partner to leaders across the business, you’ll build teams where every role matters and people can do the best work of their careers. At the heart of that mission: making Imprint the home of the best managers people will ever work for
• You’ll set a high bar and help leaders meet it through clear expectations, honest feedback, and evidence-based coaching. This is hands-on, heart-in work: asking brave questions, challenging decisions, and helping leaders build teams that achieve extraordinary things—and grow stronger along the way
• Shape the decisions that shape the business. Partner with executives as a trusted advisor who knows their teams, plans, and pressure points as well as they do. Anticipate needs before they become problems and challenge people decisions with evidence
• Make Imprint the home of the best leaders. Hold the bar for management. Ensure that every employee at Imprint has the best manager of their career. Define clear expectations for what great management looks like here and give managers the coaching, tools, data, and tight feedback loops that show them at any moment where they need to get stronger. Combine employee feedback, team outcomes, and people data to identify where leaders need support or intervention
• Make clarity and feedback an everyday experience. Help managers translate company priorities into clear individual expectations and observable standards of great work. Build a rhythm of meaningful check-ins, timely recognition, and direct, actionable feedback so employees always know where they stand. Make performance reviews a useful reflection of ongoing conversations, not the first time someone hears how they are doing
• Turn strong performance into extraordinary growth. Help managers turn real work into meaningful development through stretch opportunities, coaching, and clear career conversations. Partner on career frameworks, succession, and internal mobility so employees can see a future at Imprint and leaders build the next generation of talent, not just deliver the next milestone
• Build teams that sustain extraordinary performance. Help leaders build the conditions for ambitious work that people can sustain. Surface overloaded teams, conflicting priorities, and single points of failure early. Coach managers to make explicit trade-offs about what to do, what to stop, and what to resource differently, so success comes from focus, strong systems, and growing capability, not recurring heroics
• Shape how Imprint is built to grow. Partner with leaders and Finance on team structures, spans and layers, and organizational changes. Establish a consistent planning framework so teams are adequately staffed for major partner launches
• Lead the company through change. Partner with executives to plan and execute major transitions, including reorgs, pivots, and shifts in strategy. Own the change management and communication plans, equip managers to lead their teams through each move, and measure whether the change landed
• Leverage people data to drive real change. Use exit interviews, engagement surveys, and workforce data to identify root causes, recommend action, and measure results
• Be the standard for fairness. Handle complex employee relations matters and investigations with discretion, sound judgment, consistent standards, and appropriate legal partnership across California, New York, and other states

Comfort with ambiguity and a bias toward building useful structure rather than waiting for itExceptionally high emotional intelligence. You are able to navigate sensitive conversations with directness and careThe ability to earn credibility with executives, including technical leaders, and deliver advice that is clear, direct, and grounded in the businessA track record of improving how managers lead, not just delivering manager training. You have helped leaders establish clear expectations, give useful feedback, develop talent, and address unsustainable ways of working, with evidence that employees experienced the differenceSubstantial experience handling employee relations matters and involuntary departures, with the ability to coach leaders through difficult conversations with candor and careA data-informed approach: you use quantitative and qualitative evidence to diagnose problems, build the case for change, and assess whether it workedPractical AI fluency and curiosity about how agents and automation can improve the way HR worksProven ability to lead through high-growth moments, organizational crises, and company pivotsSelf-starter who moves with urgency and takes initiative without waiting for permissionDeep expertise in organization design, performance management, and leadership development and the judgment to diagnose what a leader or team actually needs7-10+ years of HR experience, including significant experience partnering with senior executives in a high-growth or scaling companyExperience in fintech, financial services, or another regulated industryExperience as an executive coachExperience leading a team of HR Business PartnersExperience supporting a multi-state workforce, particularly in California and New York