Principal People Business Partner (Engineering)

• The Principal People Business Partner – Engineering & Product is a senior strategic partner to Veho’s Engineering and Product organizations, supporting a combined organization of approximately 75–100 employees
• This role will partner closely with technical leadership to shape talent strategy, organizational design, workforce planning, and people-related business decisions while building scalable people practices that support Veho’s continued growth
• The ideal person combines strong business acumen with deep People expertise and understands how high-performing Engineering and Product organizations operate. They will act as both a strategic advisor and hands-on builder, helping leaders strengthen their teams, develop talent, navigate organizational change, and maintain a high bar for performance and talent density
• Serve as the primary strategic People partner to Engineering and Product leadership, advising on talent strategy, organizational design, compensation, workforce planning, and other people-related business decisions
• Develop and execute talent strategies across Engineering and Product, including succession planning, capability building, retention, and strategic hiring
• Lead organizational design and restructuring efforts, identifying gaps, overlaps, and opportunities to improve team structure, collaboration, and execution
• Partner with Talent Acquisition to strengthen technical hiring strategies, leveling frameworks, interview processes, and overall hiring rigor
• Use people data and organizational insights to identify trends and make recommendations related to performance, engagement, retention, and organizational health
• Build and improve career architecture and progression frameworks for technical ICs, managers, and Product employees
• Develop and coach Engineering and Product managers, strengthening leadership capability around feedback, performance management, talent development, and team effectiveness
• Partner with Finance on compensation benchmarking, pay structures, and equity considerations for Engineering and Product talent
• Lead sensitive or complex people matters, including performance issues, leadership transitions, organizational changes, and escalated employee concerns
• Mentor other People Business Partners and create scalable playbooks and practices that strengthen the broader PBP function
• Leverage AI and emerging tools to improve People processes, surface insights, and increase the efficiency and scalability of the PBP function

Benefits

• Competitive salaries
• Meaningful equity opportunities
• Paid time off
• 401(k) retirement plan
• Medical, dental, and vision insurance
• Life insurance
• Short & long-term disability insurance
• FSA & HSA accounts
• Paid parental leave
• Wellness programs, perks, and discounts- Strong organizational design experience, including leading or supporting reorganizations, functional splits, team redesigns, or other significant structural changes
• Experience working within a high-growth technology company or scaling tech-enabled organization, with comfort operating in fast-moving and resource-constrained environments
• Preferred: experience with technical hiring, compensation/equity strategy, early-stage or high-growth scaling, and/or logistics, supply chain, marketplace, or operational technology companies
• Demonstrated ability to build scalable People programs or practices from the ground up rather than simply administering established processes
• Strong understanding of Engineering and Product organizations, including technical talent markets, organizational structures, hiring challenges, and career development
• Demonstrated experience directly partnering with Engineering and/or Product leadership on talent strategy, organizational design, and business-critical people decisions
• Strong change-management and communication skills, with the ability to influence across functions without direct authority
• 8–12 years of experience across HR, People Operations, Organizational Development, or related People functions, including at least 5+ years in a strategic HRBP or similar advisory capacity
• Strong analytical skills and experience using people data to inform organizational and talent decisions
• Experience developing managers and mentoring PBPs, HR partners, or other People leaders
• Experience influencing and advising senior leaders, including the ability to challenge assumptions, navigate ambiguity, and have difficult conversations when necessary