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Salary: USD 130,000 - 160,000 / annual
Steno is a litigation support platform that has raised over $90M and serves thousands of law firms nationwide. The company combines expert services, proprietary data, and modern technology to streamline deposition and transcript workflows.
This role is a People Business Partner dedicated to Steno's Operations organization—the largest team at the company, encompassing Production, Billing, Provider Operations, Customer Success, and Scheduling. You will serve as the primary HR strategic partner to Operations leadership and frontline managers, working at two levels simultaneously: close enough to coach individual contributors and managers through day-to-day challenges, and trusted enough by senior leaders to be a genuine thought partner on organizational and people strategy.
Key responsibilities include:
- Partner with Operations leaders on workforce and organizational planning tied to production volume, client demand, and business pace
- Coach managers—especially first-line and newer managers—on performance conversations and team dynamics, building their capability to handle these situations independently
- Identify people risks early by combining data analysis (attrition patterns, capability gaps, engagement trends) with direct feedback from frontline staff
- Adapt centrally designed people programs (performance cycles, compensation changes, talent processes) to Operations' structure and calendar, owning ground-level execution
- Handle employee relations matters within Operations with sound judgment on what to resolve directly versus escalate
- Represent the People function at Operations' planning and leadership discussions as a standing partner
- Feed field insights back to the People team to ensure programs reflect how Operations actually operates
You will report to the VP, People Business Partners & Operations, and work closely with Operations leadership as the group scales.
REQUIREMENTS:
- 7+ years as an HR Business Partner, including meaningful time supporting an operational or frontline workforce
- Direct experience supporting a business unit through significant growth, with ability to articulate how you managed the people side
- Demonstrated success coaching managers through headcount planning, performance issues, and team dynamics; can point to managers who improved because of your coaching
- Ability to shape strategic and tactical decisions with senior leaders as a genuine thought partner, bringing your own perspective
- Comfort with ambiguity and strong judgment about what needs immediate intervention versus what can wait
- Proficiency bringing data (attrition, engagement, staffing trends) into people conversations alongside direct feedback from frontline staff
- Ability to build trust quickly with operational leaders at all levels, from frontline managers to senior executives
