HRBP Lead

Emergent builds autonomous coding agents that help people turn ideas into working apps, including people without software engineering backgrounds. Business owners and founders use its platform to create software their businesses run on, with users across 190 countries.

The platform generates, tests, and deploys full-stack web and mobile apps from plain-language instructions. Users create CRMs, marketplaces, internal tools, and customer-facing products. Its 200,000+ live apps collectively attract 40M+ monthly visitors.

Emergent has raised $230M, including a $130M Series C led by Creaegis, with MNI Ventures, Claypond Capital, and Sentinel Global as co-leads.

As HRBP Lead at Emergent, you will own people strategy for an aligned business unit, shaping its organization and building high talent density and creating the best talent experience.

Your remit indicatively includes organization design, workforce planning, performance, and retention amid rapid growth. It requires commercial/business acumen and deep HR craft expertise.

You will partner with business leaders across functions matched to your expertise, potentially including technology teams or non-tech teams (sales, marketing, growth, etc.)

Indicatively:

• The business unit's organization plan. Define structures and accountabilities that connect individual work to company goals.
• Workforce and talent plans. Align hiring priorities and talent requirements with the business unit's goals.
• Retention and employee sentiment. Use data to identify where intervention will help people and the business.
• Performance and compensation processes. Run cross-functional people processes alongside your business partnership.
• New people systems. Build selected people processes from scratch and develop them for greater scale.

• You’ve (re)designed an organization while it was growing. You changed structure, spans and layers, or accountabilities for a team of 100+ and can show the effect on speed, quality, or retention.
• You’ve owned the people plan for a business unit. You turned its priorities into headcount, hiring, and performance decisions, working with finance and talent acquisition.
• You’ve built people processes from scratch. Examples are a performance cycle, leveling framework, or onboarding system that still worked after headcount doubled.
• You’ve used data to act early. You spotted a retention or sentiment problem, such as regretted attrition in a key team, and intervened before it became a wave of exits.
• You coach managers through hard moments. You’ve handled performance issues, team changes, or difficult employee relations cases and kept trust on both sides.
• You hold your ground with senior leaders. You’ve pushed back on a founder or executive and changed a decision with evidence.

• Begin with the business priorities. In this role, understand the unit's goals before proposing a people intervention.
• Make responsibilities clear. Connect each person's work to team goals and the wider business direction.
• Build trust through early delivery. Establish credibility with useful results and take increasing ownership of the work.
• Bring evidence to recommendations. Use data and business insight to explain the decisions you propose.
• Adapt the approach to the problem. Choose practices that serve the current business context and revise them as priorities change.
• Use AI in your problem-solving. Bring AI tools into how you investigate questions and develop people interventions.
• Create your own next steps. Turn incomplete information into a practical course of action with business partners.

You will shape how a global AI business organizes and develops its people while building the systems that support its growth. You work with business leaders on decisions that influence their teams' results while creating best experiences for talent. Your expertise shapes the functions you partner with, giving you a remit grounded in the contribution you can make.