The opportunity
We are looking for a People Partner to join Render’s People team as a strategic partner to our Engineering, Product, and Design (EPD) leaders. You’ll combine hands-on HR business partnership with program-design skills to help managers navigate growth, build high-performing…
What you'll do
Partner directly with EPD managers and leaders as a trusted, hands-on advisor: on org health, team dynamics, and performance
Approach AI as a core productivity partner and proactively use AI to automate: scheduling and streamline communications, research, and other daily workflows rather than defaulting to manual processes out of habit or hesitation
Diagnose organizational health by looking for patterns across teams using: survey data, 1:1s, and other signals and translate insights into concrete, prioritized action plans for leaders
Design and run people programs end-to-end (e.g., manager enablement,: onboarding, engagement-survey action planning), driving stakeholder alignment and follow-through to ensure programs actually change behavior
Coach managers and executive leaders through growth, reorgs, and performance: conversations, giving direct and pragmatic feedback including pushing back when needed
Support engagement survey programs, helping leaders interpret results and: align on the highest-priority actions
What they're looking for
- + years experience as an HRBP / People Partner supporting engineering or: product leaders, with demonstrated credibility with a Head of Engineering or Product
- AI-forward mindset: excited by AI tools, and consistently looking for ways to use them to increase velocity, output, and strategic value
- Proven track record designing and running people programs from scratch,: including stakeholder management and measuring real impact (not just activity)
- Strong critical-thinking skills able to distinguish symptoms from root: causes, pattern-match and prioritize the highest-leverage actions across teams
- Excellent written and verbal communication; comfortable coaching leaders on: messaging, timing, and change management
- A strong ownership orientation holds self accountable for outcomes, seeks and: applies feedback, and adjusts approach quickly
- Comfortable navigating difficult partnerships and giving direct feedback,: rather than optimizing for harmony, and dissatisfied with the status quo or settling for conventional approaches
