Principal People Business Partner - Engineering

Role Summary
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.

Responsibilities
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.

Requirements
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.

Demonstrated experience directly partnering with Engineering and/or Product leadership on talent strategy, organizational design, and business-critical people decisions.

Experience working within a high-growth technology company or scaling tech-enabled organization, with comfort operating in fast-moving and resource-constrained environments.

Strong organizational design experience, including leading or supporting reorganizations, functional splits, team redesigns, or other significant structural changes.

Strong understanding of Engineering and Product organizations, including technical talent markets, organizational structures, hiring challenges, and career development.

Experience influencing and advising senior leaders, including the ability to challenge assumptions, navigate ambiguity, and have difficult conversations when necessary.

Demonstrated ability to build scalable People programs or practices from the ground up rather than simply administering established processes.

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.

Strong change-management and communication skills, with the ability to influence across functions without direct authority.

Preferred: experience with technical hiring, compensation/equity strategy, early-stage or high-growth scaling, and/or logistics, supply chain, marketplace, or operational technology companies.