Senior People Partner, Non-Tech

Lightning AI is the company behind PyTorch Lightning. Founded in 2019, we build an end-to-end platform for developing, training, and deploying AI systems—designed to take ideas from research to production with less friction.

Through our merger with Voltage Park, a neocloud and AI Factory, Lightning AI combines developer-first software with cost-efficient, large-scale compute. Teams get the tools they need for experimentation, training, and production inference, with security, observability, and control built in.

We serve solo researchers, startups, and large enterprises. Lightning AI operates globally with offices in New York City, San Francisco, Seattle, and London, and is backed by Coatue, Index Ventures, Bain Capital Ventures, and Firstminute.

The people who thrive here are builders who move fast, communicate openly, take ownership, and continuously improve themselves, their teams, and our company. Here's what that looks like in practice:

• Move with Urgency: We move quickly, make thoughtful decisions, and keep momentum. We value action over perfection and learn by shipping.
• Take Ownership: We own outcomes, not just our individual work. We make decisions that move the company forward and follow through.
• Communicate Openly: We communicate directly, seek to understand, and create clarity for others. Honest conversations help us move faster together.
• Build Great Teams: We lead by example, empower others, and create healthy teams where people can do their best work.
• Raise the Bar: We're always improving ourselves. We learn from feedback, consistently challenge ourselves to grow, and focus on the work that matters most.
• Think Long-Term: We design for what's next. We create scalable systems, simplify complexity, and use AI and automation to amplify our impact.

We're building an AI-native company, and that ambition doesn't stop at engineering, it shapes how we build every function of the business. We're looking for a Senior People Partner to embed with our go-to-market and business leaders, bringing clarity, consistency, and strong judgment to org design, talent decisions, and complex people challenges.

This isn't a purely advisory seat. You'll own high-stakes situations end-to-end, from a nuanced compensation call to a sensitive exit, while also building the capability and systems that let business leaders make great decisions on their own.

You'll join a small, high-leverage People team where your judgment directly shapes how a fast-scaling, ambitious company grows. If you love being a true thought partner to senior leaders, turning ambiguity into structure, and being trusted with the hard stuff, this is your seat.

• →Partner with senior business leaders to drive clear, consistent calls on org design, team structure, leveling, promotions, and compensation
• →Own complex employee relations and performance situations end-to-end: coaching leaders through performance management, role transitions, and exits with care and rigor
• →Level up manager capability across the business: sharper feedback, better performance conversations, stronger talent decisions
• →Partner with Talent to raise the bar on hiring quality: role design, leveling frameworks, and evaluation practices
• →Spot friction and risk in people processes before they become problems, and build pragmatic, scalable fixes alongside Legal, Total Rewards, and Finance

• 8+ years in People Partnering or HRBP roles, with real depth partnering directly with senior business leaders
• A track record of influencing senior leaders on org design, performance, and talent decisions
• Sharp employee relations judgment and a demonstrated ability to own and resolve high-stakes, complex situations
• Experience driving comp, promotion, and leveling decisions across business functions
• Experience supporting globally distributed teams and navigating multi-country complexity
• A builder's instinct for ambiguity, comfortable moving fast while creating practical structure and clarity
• Excellent communication and influencing skills across senior audiences
• Exposure to international employment models or global expansion work

• Deep familiarity with career frameworks and compensation models
• Experience building or evolving people systems inside a scaling, AI-native company
• Experience supporting globally distributed go-to-market, data center or business organizations
• SPHR or comparable certification
• A track record of designing or improving compliance-focused programs that measurably reduce organizational risk