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Salary: USD 190,000 - 240,000 / annual
Snorkel AI is seeking a Staff HR Business Partner to own the people strategy and operating model for the Fellow Program, a critical new initiative designed to build and scale an expert workforce. This is a 0-to-1 opportunity to shape a program expected to grow into thousands of employees across rolling cohorts and geographies.
You will partner directly with senior leaders to design the complete employment lifecycle for Fellows: hiring, onboarding, development, deployment, recognition, and support. This is not a traditional HR support role—you will create the programs, practices, and manager capabilities that enable a new workforce model to scale with quality, speed, and exceptional employee experience.
Key responsibilities include:
- Owning the people strategy and operating model, translating ambitious program goals into a clear, scalable people plan
- Partnering with program leadership to operationalize people architecture, including performance philosophy, talent segmentation, growth pathways, manager model, and lifecycle decision points
- Building core people programs across the full employee journey: onboarding, early-tenure support, progression, transition, and exit
- Designing a tailored performance management framework with clear evaluation criteria, review cadence, feedback expectations, and manager tools
- Creating milestone programs (early-tenure check-ins and reviews) to assess ramp, performance, engagement, and readiness
- Partnering with program leadership, supply, and project leaders to use performance data, quality signals, and manager feedback to inform talent decisions
- Defining Fellow growth and mobility approaches, including development conversations, career pathways, and identification of broader opportunities at Snorkel
- Leading cross-functional decisions on workforce design, manager capacity, organizational structure, scaling approach, and global employment strategy
- Serving as strategic coach to program leaders and managers on talent tradeoffs, performance decisions, team design, and employee relations
- Partnering with Recruiting, People Operations, Total Rewards, Legal, Finance, and external employment partners for cohesive, compliant delivery
- Building scalable processes with the right balance of rigor and speed
The role reports to the Senior Director, People Programs & Partnerships and is hybrid (3 days/week in office) in San Francisco, CA.
Requirements:
- 8+ years of progressive HR Business Partner or People Partner experience, including leading people strategy for a complex business unit, workforce segment, or major organizational initiative
- Deep performance management experience: designing review processes, creating clear performance expectations, coaching leaders through difficult performance decisions
- Experience partnering on workforce planning, organizational design, team growth, manager effectiveness, and employee relations
- Demonstrated ability to influence senior leaders and drive cross-functional decisions without direct authority
- Strong judgment and comfort operating in ambiguity; ability to identify the right problem, develop a point of view, and move work forward
- Experience designing workforce and talent strategies for high-growth, operationally complex, distributed, or global employee populations
- Strong business acumen and ability to connect people decisions to operating goals, quality outcomes, workforce capacity, and program economics
- Excellent project management skills; ability to lead multiple interdependent workstreams in a fast-paced environment
- Collaborative, low-ego approach; ability to build trust with leaders, managers, and employees across functions
- Strong written and verbal communication skills; ability to translate complex people topics into simple, practical guidance
Nice to have:
- Experience supporting a global, distributed, or employer-of-record workforce
- Experience supporting hourly, operational, services, contractor-to-employee, or other high-volume workforce models
- Experience building talent programs for technical or AI-adjacent employee populations
- Familiarity with using performance, quality, productivity, or project data to inform workforce and talent decisions
