Lead, People Partner

Benefits

Additional Information

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 Osmo is building the future of scent. We are a multidisciplinary company spanning AI research, chemistry, perfumery, product, commercial, and manufacturing. We are scaling quickly across a complex mix of teams, operating models, and employee populations, from highly technical researchers to commercial leaders to hourly manufacturing employees. We are hiring a People Partner to help build a high-trust, high-performing People function through Osmo's next stage of growth. This role will be a senior operator and trusted partner to leaders across the business, working closely with our incoming CHRO to strengthen the systems, practices, and day-to-day people support that allow Osmo to scale well. Role summary This is a broad People role for someone who is both strategic and hands-on. You will partner with managers and leaders on employee relations, performance, org design, recruiting intake, onboarding, compensation processes, policy interpretation, and People operations. You will help ensure that the basics are run with excellence while contributing to the design of scalable People programs. The right person will be comfortable in ambiguity, strong in judgment, calm under pressure, and able to move between sensitive employee matters and operational execution without dropping details. Core responsibilities People partnership and employee relations Partner with managers and leaders across Osmo on employee matters, team dynamics, performance concerns, conflict resolution, and sensitive workplace situations. Provide practical, well-documented, and values-aligned guidance while escalating appropriately to the CHRO, Legal, or Finance when needed. Serve as a trusted day-to-day People partner for employees and managers, helping ensure issues are handled with fairness, consistency, confidentiality, and good judgment. Performance, feedback, and manager support Support Osmo's performance and growth processes, including manager enablement, feedback cycles, calibration, performance documentation, and follow-through. Help managers build strong habits around clear expectations, continuous feedback, and thoughtful development conversations. Contribute to the rollout and continuous improvement of Osmo's performance framework, ensuring it remains clear, lightweight, and scalable as the company grows. Recruiting, requisitions, and headcount planning Partner with the CHRO, Finance, recruiting, and hiring managers to run disciplined intake for new roles, backfills, and headcount requests. Help clarify role scope, leveling, interview process, decision criteria, and compensation alignment before searches launch. Support a clean requisition process that ties hiring decisions to business priorities, budget, leveling, and org design. Compensation, leveling, and org design Partner with the CHRO and Finance on compensation, leveling, promotions, equity refreshes, and headcount planning. Help maintain consistency across job architecture and support managers in making thoughtful, calibrated talent decisions. Bring enough judgment to identify when a role, team structure, or compensation question needs deeper review rather than one-off resolution. People operations and lifecycle processes Ensure core People processes run reliably, including onboarding, offboarding, employee changes, policy administration, documentation, manager communications, and recurring People team workflows. Partner with internal stakeholders on systems, vendors, benefits, payroll-adjacent processes, compliance workflows, and documentation. The goal is simple: no dropped balls on core People operations. Culture and change management Help Osmo scale its culture with clarity, kindness, and high standards. Support leaders through organizational change, new operating rhythms, manager enablement, and employee communications. Be a pragmatic culture carrier: someone who can protect trust while helping the company make hard decisions well. Required qualifications 7+ years of progressive People / HR experience, including meaningful HRBP, People Partner, People Operations, or People leadership experience in a fast-moving environment. Experience operating in a company where the People function had to be both strategic and scrappy. Startup, scale-up, technical, manufacturing, biotech, AI, hardware, or similarly complex environments are especially releva

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