From the listing
About the role
Lumos is the industry's first Autonomous Identity Platform — software that doesn't just surface access risk, but acts on it. At the center is Albus, our AI agent for identity — mining roles, approving access, and catching the drift humans miss.
As Senior People Partner, you'll come in at 60% HRBP / 40% People Ops, with that balance shifting toward strategic partnership as AI and systems absorb the manual work. You'll independently own your business groups' performance management conversations, employee relations, and manager coaching while partnering closely with the rest of the People team.
High-accountability, high-autonomy. The mandate: build for where Lumos is going — not recreate what worked somewhere else or in a pre-AI landscape.
What you'll do
- Own the HRBP relationship for your business groups — performance management, employee relations, talent development, org design, and team health. Coach managers proactively.
- Own and evolve performance cycles, Pulse surveys, talent assessments and more. Surface trends and insights to leadership with recommendations tied to business outcomes.
- Independently manage employee relations cases, sensitive situations, and conflict resolution. Know when to escalate and when to own it. Document thoroughly and maintain confidentiality.
- Facilitate manager enablement workshops, internal learning sessions, and program rollouts. Own the internal comms experience for all people topics.
- Identify and implement automation across the People function — workflows, documentation, reporting, and reactive work. Build systems that create capacity for strategic work.
- Own and optimize the people tech stack. Ensure data accuracy and deliver regular people insights through reporting.
- Own onboarding, offboarding, and employee lifecycle processes. Maintain accurate, compliant records.
- Continuously reduce manual overhead and improve cross-functional coordination.
- Serve as internal liaison for PEO-administered benefits and compliance, and primary contact for employee questions and vendor escalations. Flag material regulatory changes requiring internal action.
What they're looking for
- 5–8 years of HR experience, with at least 3–5 years in a true HRBP or business partner capacity, and a people ops foundation that means you can still get hands-on when it matters.
- Demonstrated ability to independently own performance management, employee relations, and manager coaching — not just support someone else running those processes.
- Detail orientation: anticipates stakeholder and cross-functional needs, thinks through downstream impacts before acting, and executes with near-perfection where it counts — HRIS data moves, employee comms, and anything that touches the employee experience directly.
- Genuine AI fluency: actively uses AI tools in your workflow, has a POV on how AI should reshape HR operations, and is energized about automating the manual work.
- Business acumen: genuinely curious about how the business makes money, where it's headed, and what's getting in the way. Can speak to headcount tradeoffs and org design implications, connect people recommendations to business outcomes, and follow through to actual resolution and measurable impact.
- Comfortable facilitating sessions with leaders and employees — from manager enablement workshops to internal comms rollouts on sensitive people topics.
- Strong systems thinker who has meaningfully improved or implemented HR tools — not just used them.
- Experience at a startup or high-growth company where you had to build, not just operate.
- A fresh perspective: can learn Lumos's culture and build for what we actually need — not default to what worked at the last company.
Nice to have
- Ideally you've supported GTM, Engineering, or mixed business groups at a startup.
- Familiarity with Culture Amp, HiBob, Deel (EOR), and Sequoia One (PEO).
Benefits, as listed
1 of these also appear in the perks Jeff verified on the company page.
The hot takeJeff's read on Lumos
I like A LOT about what I see from Lumos, including their 4.7 Glassdoor rating, full medical benefits, wellness stipends, and $1k annual learning and development stipends.
The only thing (in my mind) that keeps Lumos from moving into the top tier of work-from-anywhere companies is their +/- 4 hour PST timezone restriction. That covers a lot of territory, but would limit digital nomads to only travel in the Americas. It's not clear whether or not you have to be physically located within the +/- 4 hour window, or if they will let you work those hours from anywhere. 🏋🏾♀️ Health and wellness: $100 bucks a month for health and wellness spend.
👶🏾 Parental leave: Up to 4 months of it. 📚 Learning budget: $1,000 bucks a year on learning and development spend. 🌴 Unlimited PTO: But make sure you actually use it!