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Volta is building the world's first fully vertically integrated AI infrastructure platform—combining institutional capital, powered land, data centers, compute, and software under one founder-led enterprise. The company has secured a $10B strategic partnership with a leading frontier AI lab, Series A funding from Andreessen Horowitz, and a $5B AI Infrastructure Fund. With 100+ employees across London, Palo Alto, and New York, Volta is scaling rapidly to support the infrastructure needs of the next decade of AI.
As an HR Business Partner, you will be a hands-on people leader supporting Volta's US employee population during a period of significant growth. You'll partner directly with managers and employees across the United States on workforce planning, onboarding, employee relations, change management, performance management, and policy implementation. This is a trusted advisory role where you'll work closely with the VP People and the global People team to build scalable, compliant people foundations that enable a high-growth AI infrastructure company to succeed.
Key responsibilities include: partnering with US leaders on workforce planning and organizational change; providing practical HR guidance on federal, state, and local employment law with emphasis on California; fostering an inclusive, high-performing workplace; coaching managers on performance management and difficult conversations; implementing HR policies and programs aligned with global standards; collaborating with Payroll, Finance, and Legal on compliant employment practices; and driving employee communications and engagement initiatives that reinforce company culture.
You'll bring 5+ years of HR Business Partner experience, ideally in rapidly scaling AI, cloud infrastructure, or technology-led organizations. You have strong knowledge of multi-state US employment law, particularly California; experience supporting managers in fast-paced, high-growth environments; excellent employee relations and coaching skills; and comfort working in early-stage settings where processes are still being built. You're pragmatic, solutions-focused, and equally comfortable coaching a manager through a sensitive issue as designing a new process from scratch. You understand US compensation, benefits, and equity programs, and have experience working within international or global People teams.
