Human Resources Business Partner

Basis builds real agents that do real work in the real economy. Our agents operate for hours at a time, performing end-to-end work for some of the largest accounting firms in the world.

We recently raised $100M at >$1B valuation and are racing to deploy the most advanced applied ML at production scale.

Our investors include: Khosla Ventures (Keith Rabois & Vinod Khosla), Accel (Miles Clements), Google Ventures, Nat Friedman & Daniel Gross, Adam D'Angelo, Jeff Dean, Jack Altman, Noam Brown, Kyle Vogt, Amjad Masad, Clem Delangue and many other operators/technical leaders.

"Basis is on the frontier of building production-grade, long-horizon agents. They've pushed the limits of what we thought our models could do on real-world, economically valuable, complex accounting tasks. They've been a great collaborator in helping us shape what the future of agents looks like." — Prashant Mital, Applied AI Lead, OpenAI

Basis is looking for a People Business Partner to help scale the people systems behind our next stage of growth. You'll advise leaders on organization design, workforce planning, performance, manager development, employee relations, and organizational health. This role reports to the People Ops Lead.

You'll operate as a strategic thought partner and a hands-on builder - embedded closely enough with your teams to know their roadmap, their metrics, and their people. You'll bring a point of view, not a playbook.

This is a high-ownership role for someone who combines People fundamentals with systems thinking, strong business judgment, and the credibility to move senior leaders. You should enjoy operating close to the business while helping define what great partnership looks like here

• Act as a trusted advisor to leaders across the organization - ability to influence is key

• Coach managers on feedback, performance, team health, and leadership effectiveness

• Build deep fluency in your teams' goals so your guidance is grounded in real business context

• Partner crossfunctionally to improve employee experience across onboarding, engagement, retention, and development

• Lead career and growth planning conversations and manage performance cycles end to end — communications, timelines, feedback quality, and calibration

• Navigate employee relations and sensitive situations with judgment, empathy, and pragmatism

• Lead coaching conversations and workshops that sharpen how managers develop their teams - define what every Basis manager is accountable for, and build the programming that gets them there

• Extend our people infrastructure and operating rhythms so they get stronger with scale, not more manual

• Use data and trends across your teams to spot organizational risk early and recommend action before it compounds

• 3–5+ years in HR business partnering or people operations, with a track record of owning performance management and employee relations independently at a high-growth company

• Strong expertise in performance, calibration, manager coaching, and employee relations, and the judgment to know what a given situation actually calls for

• A systems mindset: you can take a process that works and make it scale - clearer workflows, better data, tighter rhythms - and you know the difference between that and just adding steps

• A bias for action. You don't wait for perfect information; you set a direction, ship something, and iterate on what you learn

• The ability to influence senior leaders through credibility and partnership, not process

• Range across the employee lifecycle, and the discretion the work requires

• You've built and taught manager programming in a company adding managers quickly, and you know which part of the curriculum actually changes behavior.

• You've run calibration that holds up across teams doing very different work, not just facilitated one team's session.

• You've helped build job architecture or career ladders and lived with the first promotion cycle that used them.

• Real experience using AI for people work - feedback synthesis, cycle preparation, policy drafting, analytics - and a view on where it helps and where it erodes trust

• Fluency partnering with technical teams and with a fast-scaling go-to-market org, which need very different things from you.

• Comfort partnering with outside immigration counsel to keep a sponsored population current — petitions, extensions, and filing timelines — on a team where sponsorship is common rather than exceptional.

• Leaders bring you into decisions early because your advice reflects the business context

• Performance and promotion decisions are timely, well documented, and consistent

• Managers address feedback and performance concerns early and clearly

• People processes scale without unnecessary administrative work