Senior People Partner

Lumos; United States; Remote; USD 134,000 - 181,000; Full time

Benefits offered by this job

Remote-first culture

Medical, dental & vision insurance

Mental health support

Wellness stipend

Parental leave

Learning stipend

Company offsites

401(k) with matching

Job summary

Lumos is seeking a hands-on HR Business Partner to own relationships with your business groups, drive performance cycles, and lead employee relations with a focus on scalable, AI-enhanced HR operations.

You will balance HRBP duties with People Ops to build systems, automate workflows, and ensure compliant, data-driven people programs across a remote-first, fast-growing company.

Qualifications

• 5–8 years of HR experience, with at least 3–5 years in a true HRBP or business partner capacity.
• Demonstrated ability to independently own performance management, employee relations, and manager coaching.
• Detail orientation and proactive stakeholder management.
• Genuine AI fluency: uses AI tools in workflow and automates manual work.
• Business acumen and ability to connect people to business outcomes.
• Comfort facilitating sessions with leaders and employees.

Responsibilities

• Own the HRBP relationship for your business groups — performance management, employee relations, talent development, org design, and team health.
• Evolve performance cycles, Pulse surveys, talent assessments and provide leadership-ready insights.
• Independently manage employee relations cases and confidential situations.
• Facilitate manager enablement workshops and internal learning sessions.
• Identify and implement automation across the People function and data reporting.
• Own onboarding, offboarding, and employee lifecycle processes.

Skills

HRBP

People Ops

Performance management

Employee relations

Manager coaching

Facilitation

AI & Automation

HR Tech & Data

Onboarding

Offboarding

Process improvement

Compliance

Tools

Culture Amp

HiBob

Deel

Sequoia One

Job description

Every breach, every failed audit, every new hire stuck in onboarding purgatory traces back to the same question: who has access to what — and should they?

Identity is where modern companies break. Too much access leaks data. Too little grinds the business to a halt. Lumos is the industry’s first Autonomous Identity Platform — software that doesn’t just surface access risk, but acts on it. We started with a self-service AppStore and grew into the critical infrastructure connecting apps, identities, and data for GitHub, MongoDB, Mars, Pinterest, Anduril, Intercom, Roku, and Netskope. At the center is Albus, our AI agent for identity — mining roles, approving access, and catching the drift humans miss.

You’ll ship work that thousands of IT and security teams touch every day. You’ll own problems without playbooks, because the category is being redefined in real time — by us.

Why Lumos?

• Jump on a rocketship. Since launching out of stealth in April 2022, we’ve grown from 20 to ~130 Alchemists and raised over $65M from a16z, Scale, Neo, Greg Brockman (President at OpenAI), and Phil Venables (CISO at Google).

• Customers love us — and so does the industry. Named a Strong Performer in the 2026 Gartner Voice of the Customer for IGA — 4.7/5, with 96% of reviewers saying they’d recommend us. Our customers cut time-to-access by 98%, slash IT tickets by 72%, and eliminate excess privilege at scale.

• A culture worth joining. Three years running on Forbes’ Top 100 Best Startup Employers in America (2024, 2025, 2026) — measured on culture, retention, growth, and job creation. That’s our Alchemists, not our marketing. See what we live by here.

Overall description

This isn’t a role where you inherit a playbook and execute it. At Lumos, you’ll craft and own it.

You’ll come in at 60% HRBP / 40% People Ops- and that balance keeps shifting toward strategic partnership as AI and systems absorb the manual work. The design is intentional: as the ops load lightens, your impact on the business and truly human work deepens.

On the HRBP side, you will independently own your business groups’ performance management conversations, employee relations, and manager coaching while also partnering closely with the rest of the People team. On the Ops side, you will run the people infrastructure, drive automation, and make sure the fundamentals never slip.

High-accountability, high-autonomy. The mandate: build for where Lumos is going — not recreate what worked somewhere else or in a pre-AI landscape.

Your Responsibilities

• People Business Partner: Own the HRBP relationship for your business groups — performance management, employee relations, talent development, org design, and team health. Coach managers proactively. This is ownership, not support.

• Performance & Talent Programs: Own and evolve performance cycles, Pulse surveys, talent assessments and more. Surface trends and insights to leadership with recommendations tied to business outcomes. Bring your POV — don’t just run the existing playbook.

• Employee Relations: Independently manage employee relations cases, sensitive situations, and conflict resolution. Know when to elevate and when to own it. Document thoroughly, maintain confidentiality.

• Facilitation & Internal L&D: Facilitate manager enablement workshops, internal learning sessions, and program rollouts. Own the internal comms experience for all people topics. Show up prepared, read the room.

• AI & Automation: Identify and implement automation across the People function — workflows, documentation, reporting, and reactive work. Build systems that create capacity for strategic work.

• HR Tech & Data: Own and optimize the people tech stack. Ensure data accuracy and deliver regular people insights through reporting.

• People Ops: Own onboarding, offboarding, and employee lifecycle processes. Maintain accurate, compliant records.

• Process Improvement: Continuously reduce manual overhead and improve cross-functional coordination.

• Benefits & Compliance Oversight: Internal liaison for PEO-administered benefits and compliance. Primary contact for employee questions and vendor escalations. Flag material regulatory changes requiring internal action.

What We’re Looking For

• 5–8 years of HR experience, with at least 3–5 years in a true HRBP or business partner capacity — and a people ops foundation that means you can still get hands‑on when it matters. Ideally you’ve supported GTM, Engineering, or mixed business groups at a startup.

• Demonstrated ability to independently own performance management, employee relations, and manager coaching — not just support someone else running those processes.

• Detail orientation: anticipates stakeholder and cross‑functional needs before being asked, thinks through downstream impacts before acting, and executes with near‑perfection where it counts — HRIS data moves, employee comms, and anything that touches the employee experience directly.

• Genuine AI fluency: actively uses AI tools in your workflow, has a POV on how AI should reshape HR operations, and is energized about automating the manual work.

• Business acumen: genuinely curious about the business — how it makes money, where it’s headed, and what’s getting in the way. Can speak to headcount tradeoffs, org design implications, and connect people recommendations to business outcomes. Doesn’t declare victory when a solution is implemented; follows through to actual resolution and measurable impact.

• Comfortable facilitating sessions with leaders and employees — from manager enablement workshops to internal comms rollouts on sensitive people topics.

• Strong systems thinker who has meaningfully improved or implemented HR tools — not just used them.

• Experience at a startup or high‑growth company where you had to build, not just operate.

• A fresh perspective: can learn Lumos’s culture and build for what we actually need — not default to what worked at the last company.

• Familiarity with our current stack a plus: Culture Amp, HiBob, Deel (EOR), Sequoia One (PEO).

What We Value

We also care about whether you would be a good fit for Lumos based on the values and characteristics that define how we achieve outcomes, not just your resume.

Lumos is an equal opportunity employer committed to building a diverse and inclusive workplace. We do not discriminate on the basis of race, national origin, gender, sexual orientation, gender identity, protected veteran status, disability, age, or other legally protected status. If you require any reasonable accommodations, please let us know at any time.

Thank you for considering Lumos, we hope to hear from you!

Pay Range

• $134,000-$181,000 plus equity + benefits (Note that this range is a good faith estimate of likely pay for this role; upon hire, the pay may differ due to skill and/or level of experience.)

#LI-Remote

Benefits and Perks:

• Remote-first culture – Work from anywhere within ±4 hours of Pacific Time.
• Medical, dental & vision insurance – 100% of premiums covered for employees, 60% for dependents. HSA and FSA available with employer contribution. International benefits align with local standards.
• Mental health support – Access to mental health resources and support.
• Monthly wellness stipend – A monthly stipend for gym memberships, fitness apps, and whatever helps you recharge.
• Life & disability insurance – Life insurance, short‑term disability, and long‑term disability coverage available.
• Flexible PTO – Flexible time off with a minimum annual requirement, because rest is part of doing your best work.
• Parental leave – Up to 16 weeks of paid parental leave for expecting parents.
• $1,000 annual learning stipend – An annual budget for courses, books, conferences, and certifications.
• Company & team offsites – Company and team bonding trips throughout the year, fully covered by Lumos.
• 401(k) with matching – Employer 401(k) matching to help you save for the future.