At Fluidstack, we’re building the infrastructure for abundant intelligence. We partner with top AI labs, governments, and enterprises - including Mistral, Poolside, Black Forest Labs, Meta, and more - to unlock compute at the speed of light.
We’re working with urgency to make AGI a reality. As such, our team is highly motivated and committed to delivering world-class infrastructure. We treat our customers’ outcomes as our own, taking pride in the systems we build and the trust we earn. If you’re motivated by purpose, obsessed with excellence, and ready to work very hard to accelerate the future of intelligence, join us in building what's next.
The People team at Fluidstack exists to support our mission of building the world’s best place to do your life’s best work.
We design and operate the systems, environments, and partnerships that allow talented people to focus on meaningful problems. Our work spans from the infrastructure that keeps the organization running cleanly, to the lifecycle moments that shape employee experience, to the support that helps managers and leaders do their best work.
We care deeply about how things happen, not just whether they happen.
Operations teams (sales, marketing, finance, and G&A) face distinct people challenges tied to quota cycles, cross-functional dependencies, and revenue pressure. This role exists to ensure operations leaders have a dedicated partner who understands their context and helps them manage people well through growth and change.
We seek an experienced, kind, and thorough partner to embed and work with Fluidstack’s operations departments (sales, marketing, finance, legal, and G&A) on people and performance matters. Initially, your coverage will be broad. As the organization scales, you’ll specialize into a narrower set of departments.
In this role, you will nurture, coach, and develop your colleagues, focusing on macro and micro development to ensure they are performing to the best of their ability in healthy, scalable ways. This will take many forms: from coaching a sales manager through their first difficult performance conversation to partnering with finance leadership on team structure to supporting someone through a career transition.
Rather than pushing obtuse business metrics, your practice is grounded in employee advocacy and looking for holistic solutions that meet people where they are while simultaneously moving the organization toward meaningful results. You default to a growth mindset; asking probing questions and providing nuanced feedback, allowing you to build strong, open, and trusting relationships.
This is not an HR compliance role. You sit at the intersection of people and performance. You help managers manage better, not by training them in a classroom, but by working alongside them when it counts.
Complete onboarding and immerse yourself in the operations departments: sit in on team meetings, 1:1s (with permission), and planning sessions.
Build trust-based relationships with managers across sales, marketing, finance, and G&A. Understand team dynamics, pain points, and open questions.
Map the current state of people practices across your departments: how are performance conversations happening? What’s the onboarding experience? Where are the gaps?
Identify the top 2–3 areas where manager support would have the most immediate impact.
Begin active coaching with managers on performance conversations, feedback delivery, and team-level decision-making.
Partner with the People team to roll out any new systems (performance, engagement, onboarding) within your departments, adapting for the operational context.
Surface department-level people risks to the broader People team with clear framing and proposed next steps.
Establish a regular check-in rhythm with department leadership across your coverage area.
Managers in your departments feel meaningfully more supported in people decisions. You can point to specific conversations or outcomes.
You have a clear picture of people health across your coverage area: retention risks, development gaps, team dynamics.
You’ve helped at least one People system land well in an operations department — not just deployed, but adopted.
You are seen as a trusted partner, not a compliance function. Operations leaders come to you proactively.
Love of learning and intense curiosity about how people and teams work.
Kindness and care in how you engage with colleagues, especially when conversations are difficult.
Design thinking and problem-solving. You look for holistic solutions rather than quick fixes.
Clarity, approachability, and precision in communication.
You have partnered closely with managers before, not just administered HR processes, but actually influenced how leaders manage their people.
You understand how operations teams work: quota pressure, pipeline accountability, commission structures, cross-functional dependencies. You can speak the language of the business side and you don’t flinch when a sales leader tells you their team is different.
You can hold both accountability and empathy simultaneously. You don’t shy away from hard conversations, and you don’t deliver them without care.
You read team dynamics well and can identify patterns before they become crises.
Demonstrated experience in an HRBP, People Partner, or similar embedded role supporting go-to-market or operations teams. We care about what you’ve influenced, not how long you’ve been doing it.
We welcome candidates from coaching, organizational development, operations management, or any background where influencing manager behavior and improving team outcomes in business-facing teams were central to the work
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Enjoy solving challenging problems. When there isn’t a clear solution, you take the time to understand the root complexities and work to find a holistic solution.
Care about how things happen. The how is as important as the why. You believe in and trust the process.
Care about the human. Everything you do is in service to making Fluidstack a place where people can do their best work. When decisions need to be made, you start with the human impact.
Want to make something really great. The bar is high, but so too is the opportunity to shape how an entire operations organization experiences management and growth.
Experience partnering with sales or GTM orgs through hypergrowth, where hiring velocity created people challenges faster than systems could absorb them.
You’ve navigated the specific performance challenges of revenue teams: how to support managers through PIP conversations tied to quota, how to handle the dynamics of commission-based comp, and how to maintain team health during territory restructuring or org changes.
Background in organizational development, coaching, or applied psychology.
Experience supporting managers through system transitions (new performance frameworks, comp changes, territory restructuring) in operations orgs specifically.
Competitive total compensation package (salary + equity).
Retirement or pension plan, in line with local norms.
Health, dental, and vision insurance.
Generous PTO policy, in line with local norms.
The base salary range for this position is $195,000 - $315,000 per year, depending on experience, skills, qualifications, and location. This range represents our good faith estimate of the compensation for this role at the time of posting. Total compensation may also include equity in the form of stock options.
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