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 full team leadership role. You will partner with executive functions (R&D, GTM, G&A) to elevate manager quality, design talent systems, and coach HRBPs for measurable impact. This role requires a strategic, action-oriented approach, addressing key areas like manager coaching, team support, talent retention, performance management, engagement surveys, and onboarding/offboarding. The ideal candidate possesses extensive HRBP experience, leadership skills in a high-growth startup, and a strategic coaching mindset. TRM Labs offers a remote-first work environment with a focus on speed, high standards, and a collaborative culture.

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