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The People function at Sentry brings together Talent Acquisition, People Operations, and Workplace Experience. Together, we exist to ensure Sentry attracts, retains, and activates exceptional talent—so people can do the best work of their careers while building a company we’re proud of. Our mission is to help Sentry scale with intention: strengthening leadership capability, increasing accountability, and elevating performance—without defaulting to heavy, “big company” bureaucracy. We partner closely with leaders to build teams that are healthy, high-performing, and resilient as the business grows. We’re looking for a Senior People Business Partner to join our San Francisco–based team, reporting to the Head of HR. This role is ideal for someone who thrives in ambiguity, sets a high bar for themselves and others, and brings both judgment and momentum to their work.
Job Responsibility:
Act as a strategic People partner to senior leaders, driving organizational effectiveness, team health, and execution—especially within our Engineering, Product & Design (EPD) organization
Raise the bar for people leadership by equipping managers with the tools, frameworks, and coaching they need to set clear expectations, give direct feedback, and hold teams accountable
Own and evolve performance management practices with a strong emphasis on continuous feedback, development, and sustained high performance, including leading and supporting performance improvement plans when needed
Partner with leaders to identify and address performance gaps early, balancing high standards with fairness and empathy
Manage complex employee relations matters, conducting thoughtful, objective investigations and recommending clear, appropriate outcomes that align with Sentry’s values and legal obligations
Design and deliver practical, behavior-changing training for managers and leaders that translates directly into better team outcomes
Use people data and insights to spot trends, surface risks and opportunities, and influence leadership decision-making
Conduct attrition and sentiment analysis to identify drivers of turnover and advise leaders on interventions that increase retention and team effectiveness
Lead talent management efforts within assigned functions, including career pathing, skills development, and succession thinking
Drive and contribute to cross-functional People initiatives that improve how Sentry operates and scales
Help shape and implement People policies and programs that are clear, fair, and aligned with how we expect leaders to lead
Requirements:
8+ years of progressive People/HR experience, including 4+ years as an HR Business Partner or equivalent
Deep experience supporting Engineering organizations in technology environments
Strong communication, critical thinking, and executive-level influencing skills
A data-driven mindset, with experience using people metrics to tell a compelling story and drive decisions
Demonstrated success building and owning People programs
experience leading performance review processes in Lattice strongly preferred
Background scaling People practices through high-growth startup phases
Strong consulting, coaching, and facilitation capabilities
Proven experience handling sensitive employee matters with discretion, integrity, and sound judgment
Expertise with Google Workspace (Gmail, Calendar, Docs, Slides, Sheets)
Ability to create clear, high-quality Google Slides that distill complexity, highlight insights, and support executive decision-making