Sr. HR Business Partner (Tech)

The Sr. HR Business Partner role is responsible for providing strategic HRBP support to Included Health’s technical organizations, including EPDD (Engineering, Product, Design & Data), Tech Services, and Cyber Security. This role translates product and technology strategies into proactive, data-informed people strategies that strengthen organizational health, leadership effectiveness, and team performance. The Sr. HR Business Partner plays a key role within the TAO team, reporting directly to the Director, Talent Partner. The team currently consists of 10 members supporting all departments at Included Health. Responsibilities:

• Serve as the lead HRBP to senior leaders across EPDD, Tech Services, and Cyber Security, aligning people strategy, workforce plans, and org design to technical and company goals.
• Provide coaching and thought partnership to technical leaders on people leadership, team effectiveness, difficult conversations, performance, and change.
• Lead or support complex, sensitive employee relations matters within technical teams, ensuring fair, consistent, and legally compliant outcomes, and coaching managers on ER best practices and appropriate escalation.
• Partner with technical leaders, Finance, and TAO on organizational design, workforce planning, talent profiles, leveling, and compensation guidance to support scalable, efficient teams and high-quality hiring and internal mobility.
• Guide leaders through full-cycle performance management and partner with Talent Management/Talent Development on leadership and team development, manager capability building, succession planning, and development for high-potential and critical technical talent.
• Use data and insights (headcount, attrition, internal mobility, engagement, performance, demographics) in partnership with People Analytics to identify trends and drive targeted action plans.
• Act as a steward of Included Health’s culture and values within technical teams, supporting healthy, sustainable work practices and inclusive, psychologically safe environments where all team members can do their best work.
• Collaborate closely with HR Operations, Benefits, Leave Administration, Finance, Legal, Talent Acquisition, and Total Rewards to ensure people decisions are consistent, compliant, and aligned to employee experience and budget constraints.

Qualifications:

• BA/BS degree or equivalent related experience.
• 8+ years of progressive experience in Talent Partner/HR Business Partner or equivalent HR roles, with significant experience supporting technical organizations (e.g., engineering, product, design, data, IT, security) in complex, matrixed environments.
• 3+ years directly supporting senior executives (VP+), ideally including CTO/CIO/CISO-1 leaders or equivalent technical leadership.
• Demonstrated experience navigating employee relations, including investigations, performance issues, and sensitive, high-risk matters with strong judgment and discretion.
• Proven ability to drive outcomes in organizational design, workforce planning, performance management, and change management, ideally within fast-paced product or technology companies.
• Strong analytical skills; ability to interpret data (e.g., headcount, attrition, engagement, performance, demographics) and use insights to influence decisions and tell a compelling story for leaders.
• Excellent written and verbal communication skills, with the ability to tailor messages for different stakeholders (from engineers and ICs to executives) and handle sensitive topics with tact and diplomacy.
• Demonstrated success supporting distributed, remote-first technical teams in a high-growth, rapidly changing environment.
• Comfortable operating with ambiguity, balancing strategic work with hands-on execution, and building strong, trusted relationships across levels and functions.
• Ability to travel at least once per quarter. Additional travel may be required depending on business needs.

Pay: The base salary range for this full-time position is $125,770 – $164,640 per year in the United States. This posted range reflects the portion of our internal salary band that is currently funded for new hires in this role across our standard labor markets (Zones A–C). For context, these markets include Zone A (e.g., Phoenix AZ, San Antonio TX, Columbus OH, Charlotte NC), Zone B (e.g., Chicago IL, Denver CO, San Diego CA, Houston TX), and Zone C (e.g., Los Angeles CA, Seattle WA, Washington, D.C., Boston MA). At this time, we are not budgeting for hires in higher-cost Zone D markets (e.g., San Francisco Bay Area CA, New York City NY, San Jose CA) for this role. Within this range, individual pay is determined by work location, skills, experience, and internal equity. We use structured salary bands and geographic zones based on cost of labor to keep pay fair and consistent. Starting base salary for you will depend on several job-related factors, unique to each candidate, which may include education; training; s