Principal People Business Partner, Software

Agility Robotics · Remote

  • Senior
  • Full-time
  • $145,000 – $227,000
  • Posted 2026-09-15
  • Confirmed live on 25 September 2026

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Job description

Agility’s commercially deployed humanoids operate alongside teams in warehouses, manufacturing facilities, and distribution centers—tackling physically demanding and repetitive tasks while enabling workers to focus on higher-value work. With industry-leading safety standards and years of proven deployment data, we're pioneering a new era of automation that enhances human potential.

About The Role

Our People Operations team is growing, and we are looking for a talented Principal People Business Partner to join our small, agile, world-class team. This person will serve as a strategic people partner to our technical organizations, including Software, AI/ML, Innovation, and Product Management.

The Principal People Business Partner will partner closely with senior leaders to shape and execute people strategies that enable organizational growth, technical excellence, and business performance. This role operates as a trusted advisor, executive coach, organizational strategist, change agent, and thought partner on complex people and talent matters.

At the Principal level, this role is expected to operate with a high degree of autonomy and influence, anticipating organizational needs before they emerge, connecting people strategy to business strategy, and driving solutions across organizational boundaries. The ideal candidate is comfortable operating in ambiguity, influencing senior leaders, navigating complex organizational dynamics, and translating business priorities into scalable people strategies.

About The Work

Strategic People Partnership

• Serve as a strategic thought partner and trusted advisor to senior leaders across Software, AI/ML, Innovation, and Product Management teams.

• Partner with senior leadership to understand business strategy, organizational priorities, and future capability needs, translating them into comprehensive people and organizational strategies.

• Influence and contribute to business strategy by providing insights on organizational health, talent trends, workforce capabilities, and their potential impact on business performance.

• Anticipate organizational challenges and proactively identify opportunities to improve organizational effectiveness, leadership capability, talent outcomes, and employee experience.

• Advise leaders on organizational design, workforce planning, team structure, spans and layers, succession planning, and the capabilities required to scale the organization.

• Build trusted relationships with senior leaders and influence decisions through sound judgment, data, business acumen, and a deep understanding of organizational dynamics.

Talent, Performance & Organizational Effectiveness

• Partner with leaders and managers to establish clear performance expectations aligned with organizational objectives and business outcomes.

• Coach leaders through complex performance, talent, and employee relations matters, balancing employee experience with business needs and sound judgment.

• Lead talent planning, succession planning, talent reviews, and other efforts to strengthen organizational capability.

• Assess employee and organizational development needs based on current and future business strategy and help close critical capability gaps.

• Use people data and organizational insights to identify trends, diagnose challenges, and recommend interventions.

• Help leaders build high-performing, inclusive, and accountable teams through leadership development, team effectiveness, and organizational design.

Organizational Change & Transformation

• Partner with leaders to develop and execute change strategies that support organizational transformation and business growth.

• Advise leaders through reorganizations, team restructuring, leadership changes, workforce planning decisions, and other significant organizational changes.

• Assess organizational readiness, stakeholder impact, communication needs, and risks associated with significant change initiatives.

• Help leaders navigate ambiguity and change while maintaining employee engagement, productivity, and organizational effectiveness.

• Identify organizational friction and develop practical solutions that improve how teams collaborate, communicate, and execute.

HR Strategy, Programs & Initiatives

• Lead or contribute to the development and implementation of People strategies, policies, programs, and processes that support a rapidly scaling organization.

• Identify opportunities for People process, system, and program enhancements; develop recommendations and drive execution.

• Partner cross-functionally across the People organization to ensure initiatives are connected, scalable, and aligned to business needs.

• Evaluate and enhance remote and hybrid work environments and resources to support employee well-being, work-life balance, productivity, and collaboration.

• Monitor employee feedback, engagement, and culture-related metrics to continuously improve and adapt organizational initiatives based

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