Cursor Senior HR Business Partner at Cursor supports the Go-to-Market organization by partnering with senior leaders to build high-performing teams. The role involves org design, talent strategy, and employee experience management.
Responsibilities
Partner Closely with GTM Leadership: Act as a trusted advisor to leaders across Sales, Marketing, Business Operations, and Recruiting; coach managers and leaders on performance, feedback, team health, organizational changes, and leadership effectiveness; support high-stakes decision-making and help leaders navigate rapid growth and ambiguity; raise the bar on accountability, talent density, and leadership quality across the organization
Drive Org Design and Talent Strategy: Partner on org design, headcount planning, team structure, leveling, and mobility; help leaders build scalable, high-performing teams with clear ownership and accountability; identify organizational gaps and proactively solve for talent, structure, and execution challenges; support thoughtful scaling without introducing unnecessary process or complexity
Own Performance and Employee Experience: Drive and operationalize performance management, calibrations, promotions, onboarding, engagement, and development programs; navigate employee relations and sensitive situations with strong judgment, empathy, and pragmatism; ensure high standards are upheld consistently while maintaining a strong employee experience; help build lightweight, high-quality systems that scale with the business
Build and Scale the Function: Partner cross-functionally with Recruiting, Compensation, Legal, Finance, and People Ops; build People infrastructure and operating rhythms from the ground up; bring structure, urgency, and follow-through to a fast-moving environment; operate with high ownership and jump into tactical work when needed
Qualification
8+ years of experience in HRBPPragmaticView HR as a core business functionCare deeply about leadership qualityPrefer simple
Required
8+ years of experience in HRBP, People Partner, or related leadership roles supporting high-growth GTM organizations
Preferred
Strong expertise in organizational design, performance management, leadership coaching, and talent strategy
Excellent judgment and ability to navigate complex, high-stakes situations
Comfortable operating with ambiguity and minimal structure
Pragmatic, direct, highly execution-oriented, and deeply collaborative
Ability to influence senior leaders through credibility and partnership, not process
View HR as a core business function, not a support function
Care deeply about leadership quality, accountability, and talent density
Prefer simple, high-quality systems over heavy process
