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Tapestry

Senior HR Business Partner

Salary$142k – $212k
LocationMountain View, CA (HQ), Mountain View, CA (HQ)
Work modeon-site
Typefull-time
DepartmentPeople Operations
EquityIncluded
Company size1,001–5,000 people
First seen2w ago
Last seen2d ago
About Tapestry
Tapestry is a group within Google working to build the AI-powered electric grid. We are tackling one of the world’s most important infrastructure challenges: helping the energy system become more visible, understandable, reliable, affordable, abundant, and clean.
Originally born at X, Alphabet’s moonshot factory, Tapestry brings together experts in energy, AI, software engineering, and products to build tools that help the electricity ecosystem plan smarter, move faster, and operate more efficiently.
This is a global effort. Tapestry supports partners across the U.S., U.K., Chile, New Zealand, Australia, and Brazil as they work toward a cleaner, more resilient energy future.
Joining Tapestry means doing high-impact work with a multidisciplinary team tackling a problem that matters at global scale. Learn more about our team and our mission here.
About the role
We are looking for a strategic, well-rounded HR Business Partner (HRBP) to help shape how we attract, develop, and retain exceptional talent. This is a highly cross-functional role that blends strategic HR partnership with organizational design, manager coaching, talent planning, and people analytics. In this role, you will work closely with leaders, managers, and cross-functional partners (Recruiting, Finance, Legal, and People Operations) to understand business priorities and translate them into practical, impactful people plans.
Our ideal candidate is a versatile HRBP who understands the unique needs of both technical (engineering, product, AI/ML) and non-technical (operations, corporate) teams. You enjoy learning and thrive in a small-team, fast-paced environment where priorities can shift. You are passionate about building equitable, inclusive structures, and are equally comfortable coaching managers through complex talent challenges or rolling up your sleeves to implement practical solutions. While you have a solid working knowledge of compensation principles to advise leaders, you do not need to be a dedicated compensation specialist.
Focus Areas:
Responsibilities
Strategic HR Partnership
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Serve as a trusted advisor to leaders and managers across technical and non-technical functions.
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Build high-performing, inclusive team cultures where employees understand how they are recognized, rewarded, and developed.
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Champion company culture and values, helping balance startup agility with long-term organizational health.
Talent & Workforce Planning
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Partner with leaders to understand business priorities and translate them into near-term and long-term people and talent plans.
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Support workforce planning, team structure, capability development, and succession planning to scale the organization.
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Drive key talent programs, including engagement, retention, performance development, and team-effectiveness initiatives.
Organizational Effectiveness & Change
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Advise leaders on organizational design, team structures, and overall organizational health.
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Lead teams through growth, organizational change, shifting priorities, and evolving business needs.
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Identify organizational and talent challenges, develop practical solutions with leadership, and drive those solutions through to successful implementation.
Manager Coaching & Employee Experience
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Coach and guide managers on leadership effectiveness, performance management, employee development, team dynamics, and sensitive employee relations.
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Advise managers on complex people and employee relations matters with empathy, discretion, and sound judgment.
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Act as a trusted advisor and coach to help managers scale alongside the business.
People Insights & Cross-Functional Partnership
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Use people analytics and data-driven insights to identify trends, diagnose organizational problems, and make proactive recommendations.
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Build reporting and people analytics that provide leaders with meaningful visibility into attrition, hiring, organizational health, and team-specific trends.
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Partner cross-functionally with Recruiting, People Operations, Finance, Legal, and other People partners to design and deliver seamless HR programs.
Compensation & People Programs
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Bring practical working knowledge of compensation to advise leaders on salary structures, leveling frameworks, and pay decisions within the Alphabet context.
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Support key compensation planning processes, leveling initiatives, and annual compensation cycles.
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Partner with Staffing and hiring managers to guide competitive, equitable offer creation for new hires.
What we’re looking for:
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8+ years of progressive HR experience, including significant experience as an HR Business Partner directly supporting business leaders.
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Demonstrated experience applying core compensation and leveling principles within an HRBP role, supporting annual compensation planning and offer formulation.
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Proven ability to partner with leaders to translate business strategies into actionable workforce plans, team structures, and capability-development strategies.
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Strong analytical capabilities with experience using people data and analytics to diagnose trends, identify challenges, and measure program impact.
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Outstanding communication and facilitation skills, with a track record of presenting clear recommendations and driving alignment with senior leaders.
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Strong judgment, high discretion, and a proven ability to navigate complex and sensitive employee relations and organizational change with empathy.
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Ability to balance strategic thinking with hands-on, scrappy execution in a fast-paced, high-growth environment.
It would be great if you had these:
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HRBP experience in a high-growth technology company or environment.
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Experience supporting engineering, product, or other deeply technical organizations (such as AI/ML teams).
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Experience supporting non-technical, commercial, or corporate functions.
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Proven experience designing and implementing organizational design, talent planning, retention strategies, and change management initiatives.
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Familiarity with Google/Alphabet systems, tools, and processes.
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Practical experience with compensation planning and leveling.
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A mission-driven passion for building world-changing teams from the ground up and helping them scale.
Tapestry Values
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Take charge: We take initiative and own outcomes that move the mission forward.
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Transform with purpose: We build solutions that solve real problems and create meaningful impact.
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Be a Tapestry, not a thread: We collaborate across diverse skills and perspectives to achieve more than we can individually.
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Always fine-tune: We stay curious, seek feedback, and refine our understanding as we learn.
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Stay grounded: We listen openly, value different perspectives, and stay focused on what matters most.
The following areas are handled by cross-functional partners:
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Core Software & Automation Development: Use and provide feedback on the tools, and not responsible for writing production code to build the underlying platform or automate the pipeline infrastructure.
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Upstream Data Sourcing & Commercial Relations: Managing the initial commercial relationship with utilities or navigating the legalities of data sharing remains with the Partnerships and Data Science team.
What we offer:
A culture that supports growth, ownership, and meaningful impact, along with…
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Competitive salary and equity
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Medical, dental, and vision coverage
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Generous PTO and flexible hybrid work model
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401(k) with employer contribution
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Professional development
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The ability to work on important real-world problems within an Alphabet-backed environment
The US base salary range for this full-time position is $142,000 - $212,000 + bonus + equity + benefits. Within the range, individual pay is determined by work location and additional factors, including job-related skills, experience, and relevant education or training. Your recruiter can share more about the specific salary range for your location during the hiring process.
Please note that the compensation details listed in US role postings reflect the base salary only, and do not include bonus, equity, or benefits.
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