HR People Partner

Join E-Space, a high-growth startup in the space industry, as an HR People Partner. In this standalone, onsite role, you will be the primary HR resource for our California employee population, handling employee relations, manager coaching, and day-to-day people support. You will also provide remote support for one or more of our smaller international locations. This position requires a strong understanding of California employment law, experience in a high-growth startup environment, and the ability to operate independently.

• Servir como el recurso principal para las relaciones laborales y la gestión de casos en California, manejando preocupaciones de rendimiento, problemas de conducta y disputas interpersonales.
• Proporcionar coaching práctico a los gerentes de personas en toda la organización de California, cubriendo la entrega de retroalimentación, la gestión del rendimiento y el desarrollo del liderazgo.
• Colaborar con el equipo de operaciones de personas en la incorporación, los cambios en el ciclo de vida y las consultas diarias de los empleados.

• Familiarity with the San Jose / Santa Clara market and the compensation and talent dynamics of the Bay Area engineering workforce
• Background in tech, software, or a high-growth startup environment; you understand how to work with technically sophisticated, high-expectation employees and managers
• Strong calibration between process and pragmatism: you know when a situation needs a structured approach and when it needs a direct conversation
• Experience with HRIS platforms; Rippling experience a plus
• Comfortable with ambiguity and change; E-Space is scaling quickly and the environment reflects that
• Proven ability to operate independently and make sound judgment calls without a local manager or HR team above you
• Significant California employment law knowledge; you have handled terminations, leaves, accommodations, and investigations in California without a legal team doing the driving
• 5+ years of progressive HR / People Partner experience, with meaningful standalone ER responsibility (not just escalation to a CoE)
• Exposure to international HR (France, UK, Germany or other European or African jurisdictions) is advantageous but not required