At least 5 years of experience as an HR Business Partner or senior HR Generalist, with a track record of owning judgment calls rather than only executing processes.
Full-cycle recruiting experience, including writing job descriptions and designing structured interview processes.
Hands-on experience with employee relations, performance management, and separations, strong documentation habits, and working knowledge of United States employment law.
Experience coaching hiring managers and interviewers in real time.
Excellent writing and communication skills, with the ability to build trust across all levels of the organization.
Comfort using AI-assisted recruiting and human resources tools and knowing when to override them.
Responsibilities
Partner with hiring managers to define role requirements, write job descriptions and interview plans, and establish a clear, consistent hiring bar.
Set sourcing strategies for open roles, including channels, messaging, and the balance of outbound and inbound sourcing.
Design hiring processes that use AI-assisted screening thoughtfully, deciding where automation adds value and where human judgment is required.
Decide which candidates advance, especially for senior or ambiguous roles where candidate signals are unclear.
Coach interviewers and hiring managers with timely, specific feedback to keep interviews structured, fair, and focused.
Own the candidate experience from first contact through offer.
Shape onboarding and training frameworks to support new hires through their first year.
Guide managers through 30/60/90-day reviews, identify early warning signs, and intervene before issues become retention risks.
Support the integration of employees joining through acquisitions by mapping roles and levels and designing onboarding that respects existing experience.
Serve as the escalation point for employee relations matters, handling sensitive situations with confidentiality and sound judgment.
Advise managers on performance concerns, from early informal conversations through formal performance plans and separations.
Advise on compensation, promotion, and leveling decisions, apply the compensation framework consistently, and flag inequities as the team grows.
Recognize when a situation requires legal review and ensure documentation and processes are sound.
Desired Qualifications
Experience in a high-growth startup or venture-backed environment.
Experience supporting employee integration through mergers or acquisitions.
Experience in a fully remote, distributed organization.
Familiarity with modern human resources information systems and applicant tracking systems, such as Rippling.
About Source
Source is redefining how the built world comes together.
We’re building the operating system for global commercial construction—an AI-native platform designed to accelerate decision-making across the entire lifecycle of a project. From vision to execution, we empower owners, designers, and vendors to move faster, collaborate smarter, and unlock better outcomes at scale.
Our work is grounded in the belief that enduring spaces start with empowered teams—and that intelligent infrastructure can transform how an entire industry operates. This isn’t about digitizing workflows. It’s about reengineering the system with clarity, transparency, and trust at its core.
If you’re energized by complexity, motivated by purpose, and ready to help shape the future of the built environment—we’d love to build it with you.
The Role
Source is looking for an Human Resources Business Partner to own the people decisions that matter most as we scale. This role reports to the VP of Operations. This is a judgment and trust role: you'll set the hiring bar, shape how we find and select talent, coach managers through the moments that determine whether new hires thrive, and serve as the trusted partner on employee relations and performance.
We're an AI native company, and we build our people function the same way. Automation handles the repetitive work so you can focus on what only a person can do: reading ambiguous situations, making the hard calls, and building the culture that makes Source a place great people want to stay.
Your Impact
Hiring & Talent Strategy
Partner with hiring managers to define what great looks like for each role, writing job descriptions and interview plans that attract the right candidates and set a clear, consistent bar.
Set sourcing strategy for open roles, including channels, messaging, and the right balance of outbound and inbound.
Design hiring processes that use AI-assisted screening thoughtfully, deciding where automation adds value and where human judgment is required.
Make the call on which candidates advance, especially for senior or ambiguous roles where the signal isn't clear.
Coach interviewers and hiring managers with timely, specific feedback so interviews stay structured, fair, and focused.
Own a candidate experience that reflects who Source is, from first contact through offer.
Onboarding & Integration
Shape onboarding and training frameworks that set new hires up to succeed through their first year.
Guide managers through 30/60/90-day reviews, spotting early warning signs and stepping in before small issues become retention risks.
Support the integration of employees joining Source through acquisitions, helping map roles and levels and designing onboarding that respects their existing experience.
Employee Relations & Performance
Serve as the trusted escalation point for employee relations matters, handling sensitive situations with confidentiality and sound judgment.
Be the first call for managers navigating performance concerns, from early informal conversations through formal performance plans and separations.
Advise on compensation, promotion, and leveling decisions, applying Source's compensation framework consistently and flagging inequities as the team grows.
Recognize when a situation requires legal review, and ensure documentation and process hold up.
What You’ll Bring to the Role
Must-Haves
5+ years as an HR Business Partner or senior HR Generalist, with a track record of owning judgment calls, not just executing process.
Full-cycle recruiting experience, including writing compelling job descriptions and designing structured interview processes.
Hands-on experience with employee relations, performance management, and separations, with strong documentation habits and working knowledge of US employment law.
Experience coaching hiring managers and interviewers in real time, not just training them in the abstract.
Excellent writing and communication skills, with the ability to build trust across all levels of the organization.
AI-native by default: comfortable using AI-assisted recruiting and HR tools, and confident knowing when to override them.
Strong Signals
Experience in a high-growth startup or venture-backed environment.
Experience supporting employee integration through mergers or acquisitions.
Experience in a fully remote, distributed organization.
Familiarity with modern HRIS and ATS platforms (e.g., Rippling).
Who You Are
Trusted and discreet. People bring you their hardest conversations because they know you'll handle them well.
Decisive in ambiguity. You can make a sound call with incomplete information and explain your reasoning.
A culture builder. You see every hire, onboarding, and difficult conversation as a chance to shape what Source becomes.
Low-ego and collaborative. You're a partner to leaders, not a gatekeeper.
Why You’ll Love Working at Source
Innovative Work – Be part of a disruptive tech platform transforming the construction industry.
Career Growth – Work with an ambitious, high-performing team that values professional development.
Remote Flexibility – Fully remote position with collaborative, tech-enabled workflows.
Collaborative Culture – Join a company that values teamwork, respect, and transparent communication.
Competitive Compensation & Benefits – Market-leading salary, equity, performance bonuses, and comprehensive benefits including employer-paid health insurance, professional development support, and flexible PTO.
Our Core Values
At Source, we believe in…
🛠️ Solving hard problems by untangling complexity, thinking in systems, and defaulting to ownership.
🔄 Embracing change by valuing progress over perfection, evolving together, and leading for the long-term.
✨ Creating delight by getting curious before we get clever, sweating the details, and everyone carrying the culture.
⚙️Elevating strategy through execution by valuing clarity over ego, by being fast because speed is a trust signal, and by being leaders that build bridges not walls.
🚀Innovating and thinking big by being unbound by consensus, having safety nets that fuel innovation, and being antifragile.
What to Expect in the Hiring Process
Step 1: Introductory Call
Step 2: Strategic Interview with Leadership
Step 3: Cross-functional Panel Interview
Step 4: Final Interview with Leadership
Step 5: Offer & Onboarding
Compensation Statement
Source carefully evaluates multiple factors to determine compensation, including a candidate's skills, qualifications, experience, education, and training.
The minimum salary for the HR Business Partner position is $130,000 annually and the maximum salary is $145,000 annually. The actual compensation offered to a successful candidate will be based on these factors and may vary accordingly.
In addition to base salary, successful candidates may be eligible for discretionary bonuses and other incentives based on individual and company performance in alignment with Source's applicable compensation and benefits programs.
Equal Employment Opportunity
Source is an equal opportunity employer. We believe that diverse perspectives and inclusive environments drive innovation, creativity, and success, and we are dedicated to fostering a workplace where everyone feels valued and empowered to contribute. We are committed to providing equal employment opportunities to all qualified applicants, regardless of race, color, religion, national origin, sex, sexual orientation, gender identity, pregnancy, age, marital status, disability, veteran status, political affiliation, or any other status protected by applicable law.
Candidate Accommodations
Source values the unique backgrounds, experiences, and perspectives of all current and prospective employees. We recognize that every individual contributes to our success, and we are committed to ensuring an inclusive and accessible hiring process.
Source provides reasonable accommodations for individuals with disabilities in the job application and recruitment process. If you require assistance due to a disability, please contact us at [email protected] or (971)271-6905 to request accommodations.
Work Authorization
Applicants must be authorized to work in the United States. Source does not provide employment visa sponsorship at this time.