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Imprint is a fintech company that modernizes co-branded credit cards and payments infrastructure for major brands like Crate & Barrel, Rakuten, Booking.com, H-E-B, and Shell. The company combines advanced payments technology, intelligent underwriting, and customer data to create personalized financial experiences without requiring partners to become banks. Backed by top-tier VCs including Kleiner Perkins, Thrive Capital, Ribbit, and Khosla Ventures, Imprint is scaling rapidly in a $300+ billion annual spend market dominated by legacy systems.
As Director of People Business Partnership, you will serve as a trusted people advisor to the executive team and business leaders, with a core mandate to build Imprint into an organization where every person and every role matters. Your responsibilities span multiple dimensions:
**Strategic People Partnership:** Partner with executives as a trusted advisor who understands their teams, strategic plans, and organizational challenges. Anticipate people-related issues before they escalate and bring evidence-based perspective to critical people decisions.
**Leadership Excellence:** Set and maintain a high bar for management quality across the company. Ensure every employee has access to exceptional management by defining clear expectations for great leadership, providing targeted coaching and tools, and using employee feedback and team outcomes data to identify where leaders need support or intervention.
**Performance & Feedback Culture:** Establish a rhythm of meaningful feedback and clear expectations so employees always understand where they stand and what great work looks like. Transform performance reviews from surprise conversations into reflections of ongoing dialogue.
**Talent Development & Growth:** Help managers turn project work into meaningful development through stretch assignments, coaching, and intentional career conversations. Partner on career frameworks, succession planning, and internal mobility so employees see a future at Imprint.
**Organizational Health:** Surface and address team overload, conflicting priorities, and single points of failure. Coach leaders to make explicit trade-offs about priorities and resource allocation so success comes from focus and capability, not unsustainable heroics.
**Organizational Design:** Partner with leadership and Finance on team structures, spans, layers, and organizational changes. Establish consistent planning frameworks to ensure adequate staffing for major partner launches and business initiatives.
**Change Leadership:** Own planning and execution of major organizational transitions including reorgs, strategic pivots, and shifts in direction. Develop change management and communication plans, equip managers to lead their teams through transitions, and measure outcomes.
**People Analytics & Insights:** Use exit interviews, engagement surveys, and workforce data to identify root causes of problems, recommend actions, and measure results.
**Employee Relations:** Handle complex employee relations matters and investigations with discretion, sound judgment, and consistent standards across California, New York, and other states, with appropriate legal partnership.
**Requirements:**
- 7-10+ years of HR experience, including significant time partnering with senior executives in high-growth or scaling companies
- Substantial experience managing employee relations matters and involuntary departures, with ability to coach leaders through difficult conversations with candor and care
- Deep expertise in organization design, performance management, and leadership development with strong diagnostic judgment
- Data-informed approach: use quantitative and qualitative evidence to diagnose problems, build cases for change, and assess results
- Proven track record of improving how managers lead (not just delivering training), with evidence that employees experienced measurable improvement
- Ability to earn credibility with executives, including technical leaders, and deliver clear, direct, business-grounded advice
- Self-starter who moves with urgency and takes initiative
- Proven ability to lead through high-growth moments, organizational crises, and company pivots
- Exceptionally high emotional intelligence and ability to navigate sensitive conversations with directness and care
- Comfort with ambiguity and bias toward building useful structure
- Practical AI fluency and curiosity about how agents and automation can improve HR
**Nice to Have:**
- Experience in fintech, financial services, or regulated industries
- Background as an executive coach
- Experience leading a team of HR Business Partners
- Experience supporting multi-state workforces, particularly California and New York
