People Business Partner

Onebrief is collaboration and AI-powered workflow software designed specifically for military staffs. By transforming this work, Onebrief makes the staff as a whole superhuman - meaning faster, smarter, and more efficient.

We take ownership, seek excellence, and play to win with the seriousness and camaraderie of an Olympic team. Onebrief operates as an all-remote company, though many of our employees work alongside our customers at military commands around the world.

Founded in 2019 by a group of experienced planners, today, Onebrief’s team spans veterans from all forces and global organizations, and technologists from leading-edge software companies. We’ve raised $320m+ from top-tier investors, including Battery Ventures, General Catalyst, Sapphire Ventures, Insight Partners, and Human Capital, and today, Onebrief is valued at $2.15B. With this continued growth, Onebrief is able to make an impact where it matters most.

As Onebrief scales, we’re looking for a People Business Partner to support leaders, managers, and teams across the business. You’ll serve as a trusted thought partner on org health, team effectiveness, performance, manager capability, and employee experience, helping leaders build high-performing, resilient teams in a fast-growing, mission-driven environment.

The teams you support may include people with military, defense, technical, commercial, and private-sector backgrounds. A key part of this role is helping leaders set clear expectations, support career development, strengthen manager effectiveness, and create an environment where people can do their best work. You’ll collaborate closely with other members of the People team to deliver a cohesive experience across the employee lifecycle.

Success in this role means leaders are better equipped to make sound people decisions, managers are more confident and consistent, and teams have the clarity, structure, and support they need to perform and scale.

You’re a people partner who understands how to support teams in fast-growing, high-change environments. You know how to build trust with leaders, managers, and employees while helping the business make thoughtful, practical people decisions.

You’re skilled at building strong manager relationships and acting as a real thought partner, not just providing policy guidance. You spot people and org issues early, frame them clearly, and help leaders navigate them with good judgment. You’re comfortable challenging leaders respectfully, naming hard truths, and helping teams make decisions that are both people-centered and business-minded.

You’re calm under pressure, comfortable with sensitive topics, and able to balance empathy with clarity and accountability in a distributed, high-change environment.

You’re also a self-starter who takes initiative. You don’t wait for every issue to be surfaced or every next step to be defined. You look around corners, identify opportunities to improve how leaders and teams operate, and move work forward with sound judgment and ownership.

• Own the People partnership for assigned teams, advising leaders and managers on the people, team, and organizational needs required to build healthy, high-performing teams

• Build a deep understanding of the teams you support, including their priorities, operating rhythms, team dynamics, and execution challenges, and translate that context into practical people strategies

• Provide coaching on org design, team health, performance, communication, manager effectiveness, and change management, including through re-orgs and structural shifts

• Partner with leaders on workforce planning, role clarity, manager capacity, team structure, and future talent needs

• Help leaders identify and address team effectiveness issues, including decision-making, ownership, collaboration across functions, communication gaps, and unclear expectations

• Coach managers to build stronger habits around feedback, accountability, employee development, role clarity, and difficult conversations

• Partner with leaders and managers on career development, leveling expectations, promotion readiness, and consistent application of growth frameworks

• Run performance and goal-setting cycles, including supporting calibrations and promotion discussions

• Support employee relations topics with discretion, fairness, and clear guidance

• Build trust with employees across supported teams, understand employee sentiment, and help leaders respond to themes with clarity and action

• Partner across the People team on manager capability, development needs, onboarding, skill gaps, and employee lifecycle programs

• Use people data, including engagement, performance, retention, and attrition signals, to surface trends and recommend action to leaders

• Proactively identify people-related risks, gaps, and opportunities, and take initiative to drive practical, scalable solutions

• Around 5 years of experience as an HRBP, People Partner, People Operations Partner, or similar role

• Experience supporting leaders, managers, and employees in a fast-growing, high-change environment

• Strong business judgment with the ability to connect people decisions to organizational performance, execution, collaboration, and company goals

• Strong coaching and advisory skills with managers and senior leaders

• Experience supporting org design, workforce planning, role clarity, team effectiveness, and change management

• Strong understanding of performance management, feedback, goal-setting, calibrations, promotion processes, and career development

• Ability to handle sensitive employee situations with discretion, fairness, and good judgment

• Comfort operating in ambiguity and building practical, scalable approaches where processes are still evolving

• Strong communication skills across time zones; comfortable in a remote-first, fast-changing company

• Self-starter mindset with a demonstrated ability to take initiative, anticipate needs, and move work forward independently

Notice to Third Party Recruitment Agencies
Please note that Onebrief does not accept unsolicited resumes from recruiters or employment agencies. In the absence of an executed Recruitment Services Agreement, there will be no obligation to any referral compensation or recruiter fee. In the event a recruiter or agency submits a resume or candidate without an agreement Onebrief explicitly reserves the right to pursue and hire those candidate(s) without any financial obligation to the recruiter or agency. Any unsolicited resumes, including those submitted to hiring managers, shall be deemed the property of Onebrief.