Staff HR Business Partner

We're looking for a Staff HR Business Partner to build and own the people strategy for Snorkel's Data as a Service (DaaS) organization. This role is hybrid (3 days/week in office) in San Francisco, CA. The DaaS org is a delivery-first team that has more than tripled in size over the last six months, with no signs of slowing. They deliver high-quality data operations and AI deployment outcomes for frontier labs and AI teams.

This org has a unique composition: forward deployed engineers, technical and operations delivery managers, a supply team managing a workforce comprised of multiple worker types at scale, and others. The people challenges here require an HRBP who has seen this kind of complexity before, such as workforce planning across FTEs and contractors, building a high performance culture rooted in delivery outcomes, and keeping a geographically dispersed, operationally complex team connected to Snorkel's culture.

You'll partner directly with our DaaS GM and leadership team, and you'll need to be as comfortable in the operational weeds as you are in strategic conversations. The ideal background is professional services, managed services, or a delivery-heavy tech org. Somewhere you learned to support talent that ships outcomes, not just features.

If you're a generalist HRBP looking for your first exposure to delivery org complexity, this likely isn't the right fit. If you've lived it and want to build something from a strong foundation at a company at the frontier of AI, we'd love to talk.

This role reports into the Senior Director, People Programs & Partnerships, and will focus on:

Strategic Business Partnership

• Adapt and customize company-wide people programs to meet the specific needs of the DaaS organization while preserving what makes Snorkel special.
• Proactively diagnose and address cultural challenges that emerge during rapid growth, serving as a thought partner to leadership on the people implications of business decisions.
• Partner with leadership on organizational design, compensation strategy, and workforce planning, bringing a strong command of comp mechanics to inform how the business attracts, retains, and structures talent.
• Shape how the DaaS org operates and comes together, advising on ways of working, team rituals, and how to use gatherings and offsites to build alignment and culture across a distributed, delivery-focused team.
• Drive special projects and contribute to people strategy beyond the day-to-day, including geo expansion considerations and cross-functional initiatives that require an HR lens.

Leadership Coaching and Development

• Coach and develop executives, leaders, and managers at all levels, supporting their personal growth and ability to lead effectively as the organization scales.
• Build leadership capability across varied experience levels, maintaining cohesion, agility, and alignment with Snorkel's cultural values across expanding teams.
• Navigate and resolve complex cross-functional dynamics and interpersonal challenges that inevitably arise during periods of significant growth.

HR Team Collaboration and Peer Leadership

• Partner closely with HR team peers to design and execute cross-functional programs and initiatives that align with Snorkel AI’s overall people strategy.
• Share expertise and insights to elevate the capabilities of the HR team, fostering a culture of continuous improvement and knowledge sharing.
• Wear multiple hats and do the work that needs doing, whether that’s jumping into a recruiting conversation, supporting an urgent people issue, or iterating on our feedback processes.

Experience & Expertise

• 8+ years of HR experience, with at least 3+ years in a strategic HR Business Partner role at a rapidly scaling technology company where you’ve navigated hypergrowth, scaling challenges, and ambiguity
• HRBP experience in professional services, managed services, or a delivery-heavy tech org
• Experience as an HRBP supporting an exec in a GM model
• 2+ years managing HRBPs or serving as an HRBP Team Lead
• Proven expertise in organizational design, talent development, performance management, and leadership coaching
• Strong understanding of contractor and contingent workforce models, including legal, compliance, and people-management considerations
• Experience scaling people practices and programs across organizations during periods of significant growth

Who you are

• Strategic thinker who balances immediate people needs with long-term organizational health
• Comfortable with ambiguity and changes in priorities; you know how to navigate and thrive in a startup environment
• Action-oriented and pragmatic; you don’t wait for perfect information to move forward, and you embody a “do the job that needs doing” mentality
• Proactive problem-solver who can spot organizational challenges before they escalate and propose thoughtful, data-informed solutions
• Strong relationship builder with credibility across all levels; able to earn trust and influence leaders, managers, and ICs alike
• Committed to continuous learning and improvement, especially in areas of AI and modern tools that can enhance HR effectiveness
• Comfort with data analysis and using metrics to drive HR decisions and demonstrate impact