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Savvy is a Series B fintech company reinventing wealth management for independent financial advisors. The company provides a modern, AI-native platform and back-office infrastructure, allowing advisors to scale their practices without managing operations themselves. With ~150 employees, $105M in funding, and 500%+ YoY growth, Savvy is building the future of advisor-led wealth management.
This is a foundational role: you'll be Savvy's first dedicated People Business Partner, building the function from the ground up as the company scales from ~150 to significantly larger. You'll partner directly with business leaders and managers across the organization, serving as a trusted advisor on talent decisions, organizational design, and people management.
Key responsibilities include:
- Build credible partnerships with assigned business leaders, advising on team health, performance, organizational effectiveness, and employee issues
- Raise the quality and consistency of performance and talent management: calibration, promotions, succession planning, compensation decisions, and performance improvement plans
- Coach managers through difficult conversations, team dynamics, feedback, delegation, and accountability
- Proactively diagnose organizational risk using employee feedback, performance data, and observation to flag issues early and reduce regrettable attrition
- Drive consistent execution of core People programs: performance reviews, talent planning, engagement initiatives, and workforce planning
- Support reorganizations, employee relations investigations, retention strategy, leadership transitions, and compensation discussions
- Use people data and reporting to spot trends and inform leader decisions
You must have:
- Experience as an HR/People Business Partner supporting business leaders at a fast-growing startup
- Strong business and organizational judgment; ability to distinguish people problems from performance, org design, or operating problems
- Track record of building credibility with leaders quickly, including comfort delivering difficult feedback and influencing without authority
- High talent bar and comfort making clear calls on performance, potential, succession, and organizational needs
- Bias toward proactively identifying and resolving issues rather than administering process
- Comfort in fast-moving, ambiguous environments, moving fluidly between strategic and tactical work
- Fluency with AI tools for research and decision support; judgment about when to trust versus verify AI output
Nice-to-have experience includes leading reorganizations, workforce planning, leadership transitions, supporting remote teams, compensation philosophy, promotion frameworks, internal equity analysis, and fintech or regulated industries.
