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Dyna Robotics is seeking its first HR Business Partner to support a 200+ person team across multiple sites. This is a hands-on, operational role focused on real employee relations work—not strategy documentation.
You will own the full employee relations lifecycle: intake, investigation, documentation, resolution, and follow-through. You'll coach managers through performance issues, including PIPs, corrective action, and terminations, working directly in these conversations rather than advising remotely. You'll conduct independent investigations documented to a standard that withstands scrutiny.
You'll partner closely with team and site leads across shifts and locations, including field-based workers who are rarely at a desk. You'll build missing HR infrastructure: performance review cadence, leveling and career paths, escalation procedures, and exit interview processes. You'll monitor attrition and engagement signals to surface problems early and advise on org design, team structure, and headcount planning as the company scales.
The ideal candidate brings 5+ years of HR with deep employee relations experience—you've personally run investigations and delivered terminations, not delegated them. You have experience supporting hourly or shift-based workforces, not just salaried corporate teams. You know California employment law, especially wage-and-hour rules for non-exempt workers. You're willing to work across sites and shifts, build playbooks rather than follow them, and maintain sound judgment and neutrality under pressure. You have discretion and the backbone to give leadership answers they don't want to hear.
Bonus experience includes robotics, manufacturing, logistics, or field-based team environments, and standing up HR infrastructure as a company crosses 200 employees.
