Senior Human Resources Business Partner (HRBP)

About The Role Axion is looking for a Senior HR Business Partner to help shape the next chapter of our growth by building the foundational people infrastructure that will power our team through scale. This is a high-impact, hands‑on role for a builder who thrives in fast‑moving, unstructured environments and is eager to design programs that don’t yet exist. You’ll work directly with senior leaders across Product, Engineering, GTM, and Operations to establish core people systems and management practices—from the first formal performance review cycle to manager training, goal‑setting, and feedback rituals. Your work will ensure our culture scales intentionally as our company grows. This is an opportunity to make a lasting mark by creating the frameworks, processes, and leadership capabilities that define how Axion operates and leads. Key Responsibilities Act as a trusted advisor and coach to leaders across Product, Engineering, GTM, and Operations, helping them navigate performance, feedback, and team development challenges. Partner with the executive team to shape Axion’s long‑term people strategy — advising on culture, engagement, retention, and leadership effectiveness. Develop foundational people programs — including performance management, manager enablement, leveling frameworks, and feedback systems — to support scale. Establish consistent management rhythms such as goal setting, 1:1 frameworks, and review cycles that drive accountability and growth. Enhance end‑to‑end employee experience, from onboarding through offboarding, ensuring every touchpoint reflects Axion’s values and culture. Build scalable feedback loops and employee listening mechanisms (e.g., pulse surveys, stay interviews, exit feedback) that turn insight into action. Develop playbooks, training content, and toolkits that strengthen manager capability and drive consistency across teams. Collaborate cross‑functionally with Recruiting, Finance, and Operations on workforce planning, compensation alignment, and organizational initiatives. Use people data and qualitative insights to identify trends, flag leadership risks, and inform proactive retention and engagement strategies. Requirements Experience operating as a People Partner or HRBP supporting multiple departments or leadership teams within a high‑growth, fast‑changing environment. Proven success building or formalizing people programs from scratch, such as performance reviews, leveling frameworks, or management training. Strong track record of coaching managers through sensitive employee relations, performance, or organizational challenges, and demonstrated ability to drive clarity and structure in environments with little precedent or process. Experience collaborating cross‑functionally with Recruiting, Finance, and Operations on organizational design and compensation reviews. Adept at using data and feedback to inform strategic people decisions and measure program effectiveness. Preferred Qualifications Played a key role in helping a company scale from ~75 to 250+ employees. Experience building or modernizing performance management, feedback, or promotion processes. Exposure to technical and engineering teams, understanding their unique rhythms and leadership challenges. Comfort operating as the first or only embedded HRBP in a scaling organization. Based in NYC or open to working from our Williamsburg HQ at least 3 days/week. Who You Are You’re a builder and operator who thrives in fast‑moving environments where people take ownership. You take pride in getting things done thoughtfully, efficiently, and without drama. You’re energized by ambiguity, skilled at bringing clarity, and comfortable moving between strategy and execution. You value feedback in all directions and see collaboration as a competitive advantage. You’re low ego but high initiative: you care about collective success more than personal credit. You move quickly, communicate directly, and make decisions grounded in impact and data. You’re proactive and create momentum when you see an opportunity. You care about doing things well and helping others do the same. How We Operate We work with focus and intention, holding ourselves to a high bar while respecting the need for balance. Axion isn’t a traditional 9 to 5 job, but it’s also not a place that glorifies overwork. We take pride in the work, support each other through hard problems, and make space to recharge. We’re a highly collaborative team that stays connected throughout the day, often over Slack. We share feedback freely, communicate clearly, and make decisions quickly so we can keep momentum without unnecessary meetings. If you value openness, iteration, and shared problem‑solving, you’ll fit right in. We Collaborate deeply. Feedback is part of how we build; everyone has a voice, and ideas win on merit. Leave ego at the door. Titles don’t define value—contribution does. Bias toward action. We favor progress over perfection and learn as we go. Communicate with clarity. Direct, transparent, and always in service of the mission. Act like owners. Everyone is accountable for outcomes, not just tasks. Aim for excellence sustainably. We challenge ourselves, support each other, and stay in it for the long game. What We Offer Work with cutting‑edge AI technology making a tangible impact in manufacturing. Collaborative, mission‑driven team and supportive leadership. Generous time off. Competitive compensation, equity, and benefits. Lunch stipend and much more. Axion is an Equal Opportunity / Affiantive Action employer committed to diversity in the workplace. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, age, national origin, disability, protected veteran status, gender identity, or any other factor protected by applicable federal, state, or local laws. #J-18808-Ljbffr Axion