Principal People Business Partner – Engineering

. Serve as the primary strategic People partner to Engineering and Product leadership .

Posted 9/25/2026full-timeNew York City • New York • United StatesLead💰 $160,000 - $175,000 per yearWebsite

Key responsibilities & impact

Serve as the primary strategic People partner to Engineering and Product leadership
Advise on talent strategy, organizational design, compensation, workforce planning, and people-related business decisions
Develop and execute talent strategies, including succession planning, capability building, retention, and strategic hiring
Lead organizational design and restructuring efforts
Partner with Talent Acquisition on technical hiring strategies, leveling frameworks, interview processes, and hiring rigor
Use people data and organizational insights to identify trends and recommend actions regarding performance, engagement, retention, and organizational health
Build and improve career architecture and progression frameworks for technical individual contributors, managers, and Product employees
Develop and coach Engineering and Product managers
Partner with Finance on compensation benchmarking, pay structures, and equity considerations
Lead sensitive or complex people matters, including performance issues, leadership transitions, organizational changes, and escalated employee concerns
Mentor other People Business Partners and create scalable playbooks and practices
Leverage AI and emerging tools to improve People processes and increase PBP-function efficiency and scalability

What you’ll need

8–12 years of experience across HR, People Operations, Organizational Development, or related People functions
At least 5+ years in a strategic HRBP or similar advisory capacity
Demonstrated experience directly partnering with Engineering and/or Product leadership on talent strategy, organizational design, and business-critical people decisions
Experience working within a high-growth technology company or scaling tech-enabled organization
Strong organizational design experience, including reorganizations, functional splits, team redesigns, or other significant structural changes
Strong understanding of Engineering and Product organizations, technical talent markets, organizational structures, hiring challenges, and career development
Experience influencing and advising senior leaders, challenging assumptions, navigating ambiguity, and having difficult conversations
Ability to build scalable People programs or practices from the ground up
Strong analytical skills and experience using people data to inform organizational and talent decisions
Experience developing managers and mentoring PBPs, HR partners, or other People leaders
Strong change-management and communication skills, with the ability to influence across functions without direct authority

Comp & perks