People Business Partner

Polymarket

New York, NY

Career-pivot friendly

Who this role is best for

Best suited to experienced HR business partners working in a tech startup environment.

Best fit for

An HRBP who has built the function from the ground up at a high-growth startup.
— “Experience at a high-growth startup where the playbook was still being written”
A partner who can coach executives on org design and hold firm in disagreements.
— “comfortable holding a position when you disagree”
Someone with a track record of diagnosing systemic issues versus isolated incidents.
— “you can separate an isolated issue from a systemic one”
A professional experienced in crypto or fintech who understands the scaling challenges.
— “Experience at a crypto, fintech, or web3 company”

Things to consider

You will define the HRBP function without established processes or precedents.
— “Define how the HRBP function operates at Polymarket”
The role requires owning employee relations investigations and high-risk escalations.
— “escalating high-risk or cross-organizational matters with clear documentation”
You must advise on organizational decisions before they are finalized.
— “while decisions are still being shaped rather than after they're made”

How to stand out

Provide examples of building scalable manager enablement programs beyond your direct scope.
— “build manager enablement that scales beyond your own client groups”
Demonstrate a history of addressing underperformance early with decisive action.
— “Coach leaders to identify underperformance early and address it decisively”
Show how you’ve helped leaders maintain consistent performance calibration across teams.
— “Experience running performance calibration and helping leaders hold a consistent bar”
Highlight experience in a fast-moving environment where process supports, not defines, work.
— “process supports the work rather than defining it”

Pace · SteadyCollaboration · HighAutonomy · HighDecision Impact · TeamLevel · Senior

Derived from job-description analysis by Serendipath's career intelligence engine.

What success looks like

define HRBP function
build manager enablement

Typical background

HRBPpeople operations

Skills & requirements

Required

HRBP ExperiencePerformance ManagementEmployee RelationsSuccession Planning

Preferred

Manager EnablementChange Management

Stack & domain

HR Business PartnerOrg DesignPerformance ManagementEmployee RelationsTalent ManagementSuccession PlanningChange ManagementFeedback CyclesEngagement Pulse ChecksStay InterviewsManager EnablementPeople OperationsLeadership CoachingPerformance DocumentationConflict ResolutionHigh-growth StartupCryptoFintechWeb3LeadershipCommunicationProblem-solvingTeam ManagementStrategic PlanningCollaborationCustomer ServiceProject ManagementDiagnostic InstinctsHuman ResourcesLeadership Development

About the role

Original posting from Polymarket via Ashby

ABOUT POLYMARKET
Polymarket is the world's largest prediction market platform. We enable individuals to express views on real-world events by trading on outcomes across politics, economics, sports, culture, and current affairs. Built as a peer-to-peer marketplace with no centralized "house," Polymarket aggregates diverse opinions into transparent, market-based probabilities that reflect collective expectations about the future.
We're growing fast — both in terms of volume ($21B traded in 2025) and adoption as an alternative news source. Our ambition is to become a ubiquitous beacon of truth in global media and we need your help adding fuel to the fire.
ABOUT THE ROLE
Polymarket is looking for its first HR Business Partner to serve as the primary people partner to a defined set of executives and their organizations. You'll own decisions within those groups rather than routing them upward — advising on org design, performance, employee relations, and talent while the company scales fast.
This is a foundational role. You'll define how the HRBP function operates at Polymarket and partner with the Head of People Experience to build manager enablement that scales beyond your own client groups.
WHAT YOU'LL DO
Serve as the primary people partner to a defined set of executives and their organizations, operating with the autonomy to own decisions within those groups rather than routing them upward
Advise leaders on org design and headcount planning — including structure, span of control, role clarity, and leveling — while decisions are still being shaped rather than after they're made
Own performance management end to end for your client groups, from cycle facilitation through calibration, holding a consistent bar across managers who assess talent differently
Coach leaders to identify underperformance early and address it decisively, with documentation and process that hold up to scrutiny
Coach managers across your business units — spanning new-manager onboarding, escalation support, and ongoing development — and build enough trust that they raise problems while they're still small
Own employee relations for your groups, including intake, investigation, and resolution, escalating high-risk or cross-organizational matters with clear documentation and a recommended path forward
Partner with leaders on succession planning and identification of high-potential talent, including where the org is one departure away from a real gap
Serve as the change management partner for reorganizations, leadership transitions, and structural shifts within your client groups
Run feedback cycles, engagement pulse checks, and stay interviews, then translate what you learn into recommendations leadership can act on
Define how the HRBP function operates at Polymarket and partner with the Head of People Experience to build manager enablement that scales beyond your own client groups
WHAT WE'RE LOOKING FOR
5+ years as an HR Business Partner in a tech company, with clear experience owning a client group end to end
Proven track record coaching managers through performance management, including documentation and formal plans, without letting cases drag
Experience advising senior or executive leaders on org decisions, and comfortable holding a position when you disagree
Strong diagnostic instincts — you can separate an isolated issue from a systemic one and recommend interventions that match the actual problem
Experience running performance calibration and helping leaders hold a consistent bar across their teams
Comfort operating in a fast-moving environment where process supports the work rather than defining it
(Plus) Experience at a crypto, fintech, or web3 company
(Plus) Experience at a high-growth startup where the playbook was still being written
BENEFITS
Competitive salary & equity
Unlimited PTO
Full Health, Vision, & Dental coverage
401k match
Hardware setup: new MacBook Pro, big display, & accessories

Source: Polymarket careers (Ashby)