Principal People Partner

Remitly; Seattle (WA); On-site; USD 148,000 - 175,000; Full time

Benefits offered by this job

Flexible PTO

Health, dental, vision + 401k matching

Paid parental leave

Mental Health benefits

Employee Stock Purchase Plan

Continuing education benefits

Job summary

Remitly is seeking an experienced Senior People Partner to understand business strategy, coach senior leaders, and design scalable organizations across global teams. You will drive organizational design, talent decisions, and employee relations, partnering with engineering, product, and data leaders to enable high-growth performance.

You will build accountable teams, navigate complex changes, and leverage data-driven strategies to improve outcomes while embracing AI-enabled tools to streamline

Qualifications

• 10+ years of progressive HR experience, with significant experience as a senior People Partner in a high-growth technology, fintech, or similarly complex global environment.
• Experience serving as a senior People Partner to technical organizations such as engineering, product, or data, and influencing senior leaders without relying on positional authority.
• Experience supporting multiple senior leaders and prioritizing effectively across a broad, fast-moving, and ambiguous portfolio.
• Deep expertise in employee relations, including complex investigations, performance management, organizational change, and multi-jurisdiction employment matters.
• Strong organizational design, workforce planning, and change management experience.
• Experience across the talent lifecycle, including performance, succession, leadership development, and engagement.
• Experience supporting both 0→1 or incubation teams and scaled organizations, with an understanding that different stages of a business require different operating models.
• Evidence of building and improving mechanisms, tools, or services—and using technology and AI where it can meaningfully improve how work gets done.

Responsibilities

• Understand the Business and Shape the Organization: Develop a deep understanding of the businesses and teams you support—their strategy, customers, goals, operating model, and challenges.
• Build trusted relationships with senior leaders and bring clear recommendations to organizational and talent decisions, particularly where the trade‑offs are complex.
• Help leaders design organizations for where the business is going, not simply where it is today. Ask the questions that matter: Is ownership clear? Are teams structured around the right outcomes? What is slowing us down? What capabilities will we need next?
• Build Effective, Accountable Teams: Partner with leaders to build small, empowered teams with clear ownership and accountability.
• Look for opportunities to simplify structures, strengthen decision‑making, and bring functions closer together when it improves speed and outcomes.
• Help leaders think intentionally about where teams and capabilities should sit, recognizing the benefits of proximity, time‑zone alignment, and staying close to customers and the business.
• Help Evolve How Work Gets Done: Technology and AI are changing what individuals and teams can accomplish. Help leaders navigate that evolution thoughtfully by identifying where technology can simplify work, automate repetitive tasks, improve access to information, and create capacity for higher‑value work.
• Bring that same curiosity to your own work. Experiment with new tools, learn quickly, and translate emerging capabilities into practical improvements for teams and managers.
• The goal isn't technology for its own sake. It's better ways of working and better business outcomes.
• Strengthen Manager Ownership: We believe managers should have clear ownership of their teams, including performance, feedback, talent decisions, development, and team health.
• Help managers build the judgement, tools, and confidence to carry that responsibility well. Provide direct coaching and expertise when situations are complex, while simplifying processes and increasing manager and employee self‑service where it makes sense.
• Our goal is to build stronger managers and healthier organizations, not dependence on People Partners.
• Solve Complex People and Organizational Problems: Bring sound judgment to organizational change, workforce decisions, performance, employee relations, succession, leadership effectiveness, and team dynamics.
• Partner across People, Talent Acquisition, Total Rewards, Legal, Finance, and other teams to bring the right expertise to the problem. Provide leadership on complex employee relations matters, including investigations, performance management, and employment considerations across the geographies you support.
• Look beyond the immediate issue to identify patterns and root causes. Where we can solve something structurally rather than repeatedly, help us do that.
• Build for Scale and Strengthen the Craft: Treat People practices and services with a product mindset: understand the need, simplify the experience, build useful mechanisms, and continue improving them.
• Build tools and approaches that benefit more than the teams you directly support. Share what works, mentor other People team members and help raise the bar on how the team uses data, technology, and judgment.

Skills

People Partner

HR Strategy

Organizational Design

Employee Relations

Leadership Coaching

Data-driven HR

AI in HR

Job description

Job Description:

At Remitly, we believe everyone deserves the freedom to access, move, and manage their money wherever life takes them. Since 2011, we’ve tirelessly delivered on our promise to customers sending money globally, providing secure, simple, and reliable ways to manage their money with peace of mind.

Job Description:

At Remitly, we believe everyone deserves the freedom to access, move, and manage their money wherever life takes them. Since 2011, we’ve tirelessly delivered on our promise to customers sending money globally, providing secure, simple, and reliable ways to manage their money with peace of mind.

What You’ll Do

Understand the Business and Shape the Organization

Develop a deep understanding of the businesses and teams you support—their strategy, customers, goals, operating model, and challenges.

Build trusted relationships with senior leaders and bring clear recommendations to organizational and talent decisions, particularly where the trade‑offs are complex.

Help leaders design organizations for where the business is going, not simply where it is today. Ask the questions that matter: Is ownership clear? Are teams structured around the right outcomes? What is slowing us down? What capabilities will we need next?

Build Effective, Accountable Teams

Partner with leaders to build small, empowered teams with clear ownership and accountability.

Look for opportunities to simplify structures, strengthen decision‑making, and bring functions closer together when it improves speed and outcomes.

Help leaders think intentionally about where teams and capabilities should sit, recognizing the benefits of proximity, time‑zone alignment, and staying close to customers and the business.

Help Evolve How Work Gets Done

Technology and AI are changing what individuals and teams can accomplish. Help leaders navigate that evolution thoughtfully by identifying where technology can simplify work, automate repetitive tasks, improve access to information, and create capacity for higher‑value work.

Bring that same curiosity to your own work. Experiment with new tools, learn quickly, and translate emerging capabilities into practical improvements for teams and managers.

The goal isn't technology for its own sake. It's better ways of working and better business outcomes.

Strengthen Manager Ownership

We believe managers should have clear ownership of their teams, including performance, feedback, talent decisions, development, and team health.

Help managers build the judgement, tools, and confidence to carry that responsibility well. Provide direct coaching and expertise when situations are complex, while simplifying processes and increasing manager and employee self‑service where it makes sense.

Our goal is to build stronger managers and healthier organizations, not dependence on People Partners.

Solve Complex People and Organizational Problems

Bring sound judgment to organizational change, workforce decisions, performance, employee relations, succession, leadership effectiveness, and team dynamics.

Partner across People, Talent Acquisition, Total Rewards, Legal, Finance, and other teams to bring the right expertise to the problem. Provide leadership on complex employee relations matters, including investigations, performance management, and employment considerations across the geographies you support.

Look beyond the immediate issue to identify patterns and root causes. Where we can solve something structurally rather than repeatedly, help us do that.

Build for Scale and Strengthen the Craft

Treat People practices and services with a product mindset: understand the need, simplify the experience, build useful mechanisms, and continue improving them.

Build tools and approaches that benefit more than the teams you directly support. Share what works, mentor other People team members and help raise the bar on how the team uses data, technology, and judgment.

Experience

What You Bring

• 10+ years of progressive HR experience, with significant experience as a senior People Partner in a high-growth technology, fintech, or similarly complex global environment
• Experience serving as a senior People Partner to technical organizations such as engineering, product, or data, and influencing senior leaders without relying on positional authority
• Experience supporting multiple senior leaders and prioritizing effectively across a broad, fast-moving, and ambiguous portfolio
• Deep expertise in employee relations, including complex investigations, performance management, organizational change, and multi-jurisdiction employment matters
• Strong organizational design, workforce planning, and change management experience
• Experience across the talent lifecycle, including performance, succession, leadership development, and engagement
• Experience supporting both 0→1 or incubation teams and scaled organizations, with an understanding that different stages of a business require different operating models
• Evidence of building and improving mechanisms, tools, or services—and using technology and AI where it can meaningfully improve how work gets done

Skills & Mindset

• Strong business acumen. You understand how the business works, what drives its success, and connect organizational and talent decisions to business outcomes.
• High judgment. You navigate complex situations where there isn't an obvious answer, balancing business context, people considerations, risk, and long‑term organizational health.
• A builder and simplifier. You look for root causes, question unnecessary complexity, and build practical solutions that can scale.
• Data-driven and systematic. You use data to identify patterns, challenge assumptions, make better decisions, and understand whether something is working.
• Technology-forward and AI-curious. You actively experiment with new tools and look for thoughtful ways technology can simplify work, improve decisions, and increase the leverage of teams.
• Direct and constructive. You challenge assumptions and give honest feedback at every level, including to senior leaders, while maintaining trust and strong relationships.
• Comfortable with change. You create clarity and make progress even when priorities, organizations, or answers are evolving.
• highly collaborative. You care more about solving the problem than owning it and work easily across functional boundaries.
• Connected to our mission. You understand that better organizations ultimately enable us to build better products and experiences for our customers.

Compensation Details

The starting base salary range for this position is typically $148,000 - $175,000. In the U.S., Remitly employees are shareholders in our Company and equity is part of our total compensation plan. Your recruiter can share more information about medical benefits offered, as well as other financial benefits and total compensation components offered with this role.

Our Benefits

• Flexible paid time off
• Health, dental, and vision + 401k plan with company matching
• Paid parental, medical, military and family care leave
• Mental Health & Family Forming Benefits
• Employee Stock Purchase Plan (ESPP)
• Continuing education benefits

Our Connected Work Culture: Driving Innovation, Together

At Remitly, we believe that true innovation sparks when we come together. Our Connected Work Culture fosters dynamic in-person collaboration, where ideas ignite and challenging problems find solutions faster. Under the Company's current hybrid-work expectations, employees in this position work onsite Tuesday through Thursday each week. Additional onsite attendance may be required based on business needs, and the Company may modify its hybrid-work expectations from time to time. These intentional in‑office moments are vital for deepening relationships, fueling creativity, and ensuring your impact is felt where it matters most.

Remitly is an E-Verify Employer

At Remitly, we are dedicated to ensuring that our workplace offers equal employment opportunities to all employees and candidates, in full compliance with applicable laws and regulations.

Remitly is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees.