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Rippling is a unified platform for HR, IT, and Finance that consolidates workforce systems—payroll, expenses, benefits, computers, and more—into a single system. The company, headquartered in San Francisco and backed by $1.4B+ from top-tier investors (Kleiner Perkins, Founders Fund, Sequoia, Greenoaks, Bedrock), was named one of America's best startup employers by Forbes.
You will serve as a Senior HR Business Partner supporting Rippling's rapidly growing R&D and Operations teams in Bangalore. This is a strategic role where you'll shape organizational development while contributing to the evolution of the HR function in a high-growth, fast-paced environment.
Key responsibilities include:
- Partner with Engineering and Ops leaders to translate business priorities and the HRBP roadmap into clear people recommendations and action plans for India-based teams.
- Serve as a trusted thought partner on organizational health, leadership effectiveness, performance management, employee relations, and manager capability.
- Coach and advise managers on complex leadership and HR matters, including sensitive employee relations issues, performance challenges, team dynamics, and manager effectiveness.
- Independently drive defined HRBP workstreams from diagnosis through execution, bringing forward recommendations, tradeoffs, and escalation points.
- Lead and improve core HR programs for Engineering and Ops, including performance management, manager effectiveness, talent reviews, engagement planning, and compensation cycles, ensuring strategic context and operational rigor.
- Leverage Rippling, data, and AI-enabled tools to improve insight generation, reduce manual work, and create leverage in recurring people processes.
- Identify patterns and pain points across aligned teams, then recommend practical improvements to HR processes, workflows, and manager enablement.
- Partner cross-functionally with HR, Talent, Compensation, Legal, People Ops, HR Systems, and regional HR teams to deliver solutions aligned with broader HRBP priorities.
Requirements:
- Minimum 7+ years of HRBP experience with 10–12 years of overall HR experience.
- Broad HR expertise across performance management, employee relations, manager effectiveness, organizational design, talent development, and compensation cycles.
- Experience supporting or building people programs, frameworks, processes, or operating rhythms that improve leadership effectiveness, talent outcomes, and organizational health.
- Strong business acumen with the ability to connect business priorities to practical people strategies and HR solutions.
- Demonstrated ability to use data to diagnose organizational health, identify talent risks, and shape recommendations for leaders.
- Ability to operate independently in ambiguous, fast-paced environments, balancing strategic thinking with hands-on execution and knowing when to escalate or align.
- Strong communication and influencing skills, with the ability to build trust, challenge thoughtfully, overcome resistance, and advise leaders through sensitive or complex organizational decisions.
- Experience working in an AI-forward environment, with hands-on experience using AI-enabled tools, workflows, prompts, automations, or skills to increase HRBP leverage, improve manager enablement, and strengthen execution of people programs.
