Osmo
Technology
Lead,PeoplePartner
Neural analysis suggests this role is
optimal for Lead candidates.
“Lead, People Partner at Osmo. Skills: Talent management, Employee relations, Organizational development, HR strategy. Partner with leaders. Translate business priorities”
What You'll Achieve.
Leaders treat you as thought partner; Leaders lean on you; Basic talent metrics exist; Regular operating rhythm exists; Managers get fast guidance; Managers get fair guidance; Managers get well-documented guidance; Guidance applied consistently; Lightweight performance cycle runs; Feedback cycle runs; Managers use performance cycle; Core lifecycle processes run reliably; Hiring intake runs reliably
Industry & Context.
Solutions-oriented mindset; Data-driven mindset; Navigate ambiguity; Navigate complexity
What They're Looking For.
Must Have
7+ years HR experience, HRBP or People Partner experience, Support senior leaders, Experience in high-growth environments, Experience in operationally complex environments, Comfort advising managers directly
Nice to Have
Startup experience, Scale-up experience, Biotech experience, AI experience, Hardware experience, Manufacturing experience, Experience supporting exempt populations, Experience supporting non-exempt populations, Building People programs from scratch, Partnership with Finance on headcount, Partnership with Finance on compensation, Partnership with Finance on workforce planning, Multi-state employee relations exposure, Multi-state compliance exposure
What You'll Do.
Translate business priorities
Coach leaders on org design
Coach leaders on team effectiveness
Coach leaders on leadership capability
Coach leaders on change management
Serve as thought partner
Partner on workforce planning
Partner on org design
Partner on succession planning
Partner on bench planning
Diagnose organizational health gaps
Diagnose performance gaps
Drive performance management
Lead employee relations matters
Partner on risk mitigation
Partner on compliance
Partner on accommodations
Partner on terminations
Apply policy consistently
Establish operating rhythm
Translate data into recommendations
Track progress against priorities
Lead adoption of People initiatives
Guide leaders through re-orgs
Guide teams through re-orgs
Guide leaders through new rhythms
Guide teams through new rhythms
Champion high-trust culture
Champion high-performance culture
Champion feedback-rich culture
Improve employee experience
Foster inclusive leadership
Support company making hard calls
Support equity refreshes
Support offer alignment
Help keep job architecture consistent
Ensure onboarding runs reliably
Ensure offboarding runs reliably
Ensure changes run reliably
Ensure policy administration runs reliably
Run recruiting intake
Tie requisition to budget
Tie requisition to leveling
Tie requisition to clear bar
How You'll Work.
Team & Collaboration
Partner with functional leaders; Partner with team leaders; Partner with CHRO; Partner with employment counsel; Partner with Finance; Partner with hiring managers; Partner with recruiting; Work side by side with CHRO
Communication Scope
Executive presence; Clear communication
Process & Methodology
Performance management, Feedback cycles, Manager enablement, Change management
Full Job Description
Who we are at Osmo: Osmo is a digital olfaction company, on a mission to give computers a sense of smell to improve the health and wellbeing of human life. Why? Our sense of smell both enriches and saves lives, and has a deep and direct connection to our emotions and memory. Olfactory Intelligence has applications across industries including fragrance, manufacturing, security, medicine, and more. We believe in the power of automation and thoughtfully applied AI/ML to solve problems beyond the reach of human intuition alone. Osmo is headquartered in Elizabeth, NJ, with an additional office in Somerville, MA. WHY THIS ROLE EXISTS Osmo is building the future of scent. Under one roof we have PhD AI researchers, bench chemists, perfumers, commercial leaders, and hourly manufacturing teams. That is five very different populations and two very different employment models (exempt and non-exempt), all scaling fast at once. That mix is our edge. It is also the hardest People problem most operators will ever take on. We are hiring a Lead People Partner to build a high-trust, high-performing People function and move us from scrappy, reactive support to proactive, data-informed partnership. You will also be the partner leaders actually go to in their hardest moments. You will work side by side with our incoming CHRO. They set overall People strategy, and you own the partnership layer where it meets real leaders, real managers, and real employees. This is a senior, broad role for someone who is both strategic and genuinely hands-on. Because you are our first People Partner, you will advise leaders and build the systems underneath them. You are comfortable in ambiguity, strong in judgment, calm under pressure, and able to move between a sensitive employee matter and operational execution without dropping a detail. WHAT YOU'LL DO STRATEGIC PARTNERSHIP AND ADVISORY - Partner with functional and team leaders to translate business priorities, such as research milestones, commercial
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