Senior Manager, People Business Partner

About Us
Fieldguide is establishing a new state of trust for global commerce and capital markets through automating and streamlining the work of assurance and audit practitioners specifically within cybersecurity, privacy, and financial audit. Put simply, we build software for the people who enable trust between businesses.
We’re based in San Francisco, CA, but built as a remote-first company that enables you to do your best work from anywhere. We're backed by top investors including Growth Equity at Goldman Sachs Alternatives, Bessemer Venture Partners, 8VC, Floodgate, Y Combinator, DNX Ventures, Global Founders Capital, Justin Kan, Elad Gil, and more.
We value diversity — in backgrounds and in experiences. We need people from all backgrounds and walks of life to help build the future of audit and advisory. Fieldguide’s team is inclusive, driven, humble and supportive. We are deliberate and self-reflective about the kind of team and culture that we are building, seeking teammates that are not only strong in their own aptitudes but care deeply about supporting each other's growth.
As an early stage start-up employee, you’ll have the opportunity to build out the future of business trust. We make audit practitioners’ lives easier by bringing together up to 50% of their work and giving them better work-life balance. If you share our values and enthusiasm for building a great culture and product, you will find a home at Fieldguide.

About the Role

The Senior Manager, People Business Partner (PBP) is a highly visible position and part of a growing team. This role focuses on talent alignment to the objectives of the business, advising on growth and performance, coaching managers through employee relations issues, and being a steward to Fieldguide’s culture and employee engagement. Initially, this role will serve as the PBP to all of Fieldguide, but as the organization grows, so will the business partner function.

Who You Are

• Partner to the Business: You understand the importance of being a strategic thought partner to the business and have a proven track record of building and maintaining effective organizational health dashboards

• High-Performance Coach: Coach managers on performance conversations, career development, and feedback delivery; provide guidance on policies, employee relations, and issue resolution

• Team Mentality: Pitch in when needed and don’t be afraid to raise your hand for support

• Data-based storytelling: Partner with the Senior Manager, People Ops to clearly articulate the story that data tells us about our team health and use it to guide leaders

• Prioritize Efficiency: You approach all work with a focus on streamlining processes and achieving better outcomes, you understand the importance of documentation to improve organizational effectiveness

• Operate with a Bias to Action: You believe in launching, getting feedback, and iterating quickly

• Are a Relentless Problem-Solver: You are driven to overcome obstacles and find solutions

• Have a Strong Sense of Ownership: You feel a deep commitment to the success of both the team and the entire company.

• Global Experience: You understand the nuance of working in a global environment with globally dispersed teams

• Systems: It is helpful if you have experience using Rippling, 15/5, and Notion

The Impact You Will Have

In this role, you will hit the ground running demonstrating immediate impact to Fieldguide.

By 90 days, the Senior Manager, People Business Partner will:

• On the path to building strong, trust-based relationships with the organization

• Run QBRs with each department, creating actionable followups for OKR and performance success

• Define feedback and engagement loops between employees and Leadership

Throughout the year:
Performance & Talent Development

• In partnership with the Senior Director, People, assist in managing Impact Reviews: calibration, reviews, goal-setting templates, and manager training

• Support the rollout of impact-based frameworks (e.g., competency model, leveling, career paths)

• Identify training needs and support the implementation of lightweight leadership development programs

Culture, Engagement & Employee Listening

• Partner with Senior Director, People on pulse surveys and analyze results to produce actionable insights

• Maintain feedback channels (skip-levels, listening tours, focus groups)

• Track engagement and retention risks and proactively develop mitigation plans with managers

Employee Experience & Events

• Partner with Senior Director, People to plan and execute engagement programs (recognition initiatives, ERG support, culture moments, celebrations)

• Partner on onboarding curriculum and cross-functional cultural initiatives

• In committee, plan and project manage employee events offsite/onsite