Director, HRBP

Summary

Join TRM Labs, a blockchain intelligence company, as a Global HRBP Team Leader to build and lead a high-performing HRBP function. Initially, you will act as a player/coach for three months, gaining firsthand experience before transitioning to a team leadership role. You will partner with executive functions (R&D, GTM, G&A), focusing on manager coaching, talent systems, and strategic people initiatives. This role requires a proactive approach, challenging assumptions, and shaping people strategies for long-term growth. You will operationalize quarterly planning cycles, identify and support vulnerable teams, and develop strategic retention plans. The position involves coaching managers, improving performance management, executing engagement surveys, and refining onboarding/offboarding processes. TRM Labs offers a fast-paced, remote-first environment with a focus on impact and collaboration.

Requirements

• 7 + years of HRBP experience, including direct partnership with senior executives across multiple functions
• Experience leading HRBPs or coaching peers in a high-growth startup environment
• A strategic coach’s mindset—you unlock others by asking the right questions, sharing clear feedback, and clarifying what excellence looks like
• Systems thinker with a bias for action—you turn insight into motion and move fast with clear judgment
• Strong writing and documentation habits that support async-first culture
• Comfort operating with ambiguity, velocity, and high standards

Responsibilities

• Act as a strategic HRBP to quickly understand our operating model and culture
• Deliver on core HRBP responsibilities—org design, manager coaching, performance, team health—to build trust and set the bar for excellence
• Model what fast, judgment-forward, high-impact HRBP work looks like
• Step fully into leading our HRBP team, directly managing HRBPs and overseeing their strategic partnership across all pillars
• Build the HRBP team’s rhythm and standards for judgment, execution velocity, documentation, and coaching effectiveness
• Serve as the connective tissue across execs and HRBPs—ensuring the team is focused on the highest-leverage issues and delivering measurable outcomes
• Operationalize quarterly planning/reflection cycles between managers and HRBPs
• Raise the standard of HRBP coaching and establish a drumbeat of strategic partnership with people managers
• Create systems to identify and prioritize support for the 20% of teams most at risk
• Help HRBPs drive hands-on efforts that tackle root issues and increase trust, clarity, and team health
• Ensure we refresh and review our key talent lists annually and retention plans quarterly
• Empower HRBPs and execs to stay close to what matters most to top talent—and act on it
• Help HRBPs coach managers to close leadership gaps and improve team performance
• Ensure every pillar leader feels their HRBP is a sharp, strategic partner—not just operational support
• Enable HRBPs to guide managers in raising the bar: setting expectations, coaching for improvement, and managing performance with clarity and speed
• Support leaders in designing and evolving Career Pathways that reflect what excellence looks like in each function
• Help HRBPs create action plans that address engagement insights, and partner with the People team to drive cross-functional themes and improvements
• Push for visibility and iteration on outcomes—not just plans
• Own the HRBP playbook for onboarding and off-boarding: from 45/90 day ramp check-ins to coaching through performance exits
• Ensure these transitions preserve trust, minimize risk, and reflect our values

Benefits

• PTO, Holidays, and Parental Leave for full time employees
• Work alongside top experts and learn every day
• Embrace a growth mindset with development opportunities tailored to your role
• Take on high-impact challenges in a fast-paced, collaborative environment
• Thrive in a culture of coaching, where feedback is fast, direct, and built to help you level up