Employee Engagement (EE) Partner - Infrastructure & Physical

At Fluidstack, we build the compute, data centers, and power that will fuel artificial superintelligence. We supply GWs of compute capabilities to the world’s biggest AI Labs at industry-defining speeds.

Our team is small, fast, and obsessed with quality. We own outcomes end-to-end, challenge assumptions, and treat our customers' problems as our own. No task is beneath anyone here.

There are a few thousand people who will shape the trajectory of superintelligence. Come and be one of them.

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.

Infrastructure and physical operations teams face distinct people challenges: rapid scaling across multiple sites, managing teams that span office and field environments, tightly coupled delivery timelines, and coordination across deeply interdependent functions. This role exists to ensure those leaders have a dedicated partner who understands their context.

We seek an experienced, kind, and thorough partner to embed and work with Fluidstack’s operations departments 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 manager through their first difficult performance conversation to partnering with 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.

Regular travel to FluidStack offices and team locations is expected to build and maintain relationships across your coverage area.

• 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. 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 infrastructure and operations teams work: site delivery pressure, cross-functional dependencies, field operations complexity, and the challenge of scaling teams across multiple physical locations.

• 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 orgs through hypergrowth, where hiring velocity created people challenges faster than systems could absorb them.

• 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.

We are committed to pay equity and transparency.

Fluidstack is an Equal Employment Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, sexual orientation, gender identity, disability and protected veterans’ status, or any other characteristic protected by law. Fluidstack will consider for employment qualified applicants with arrest and conviction records pursuant to applicable law.

You will receive a confirmation email once your application has successfully been accepted. If there is an error with your submission and you did not receive a confirmation email, please email [email protected] with your resume/CV, the role you've applied for, and the date you submitted your application-- someone from our recruiting team will be in touch.