HR Business Partner

About Revel
Revel is building the next generation of software for controlling and interacting with mission-critical hardware across aerospace, energy, robotics, and advanced manufacturing. Our platform replaces outdated, complex systems with an intuitive, high-performance platform that helps engineers move faster and operate with precision.

Revel has raised $180 million from leading investors to modernize the software behind the world’s most ambitious hardware. We’re based in Marina del Rey, with a strong engineering culture and a focus on solving hard problems through thoughtful engineering and design.

Role Overview

Revel is hiring its first in-house HR Business Partner. Today our HR support comes from an outside firm. As we scale, we want someone inside the company who knows our people, our pace, and our mission, and who can build the People function from the ground up.

This is a hands-on role with real strategic scope. In your first months you’ll lead the transition from our contracted HR provider. Over time you’ll build the programs, policies, and culture that help a team of exceptional engineers, designers, and sellers grow. You’ll report to People leadership and work directly with founders and managers across the company.

What You'll Do

• Lead the transition from our outsourced HR provider to an in-house function. Decide what to bring in-house, what to keep outsourced, and which systems and vendors to use (HRIS, payroll, benefits).

• Act as a trusted partner and coach to founders, managers, and employees. Advise on org design, team growth, and people decisions as we scale.

• Build Revel’s core people programs, including onboarding, performance reviews, career development, and engagement. Keep them simple enough for a fast-moving startup.

• Own employee relations end to end. Handle sensitive issues with good judgment and work with legal counsel when needed.

• Keep Revel compliant as we grow. That includes California and multi-state employment law, the employee handbook and policies, leave administration, and benefits open enrollment.

• Partner with recruiting and hiring managers on headcount planning, leveling, compensation frameworks, and offers.

• Work with Talent Acquisition to set up people data and reporting, such as headcount, attrition, time to hire, and engagement. Use it to spot issues early and guide leadership decisions.

• Protect and strengthen the culture: high pace, high ambition, high talent density. Design team rituals, offsites, and communications that grow with us.

• Work with leadership on HR practices for a company serving aerospace, energy, and defense customers, including work with Legal and Security on export-control and customer-driven requirements.

Qualifications

• 7+ years of HR Business Partner or HR generalist experience, including time at a high-growth startup.

• Experience building or rebuilding HR programs and infrastructure.

• Solid working knowledge of California employment law and HR compliance.

• Sound judgment on risk, with the ability to give practical advice that weighs business needs against people and legal concerns.

• Strong coaching, consulting, and facilitation skills, with credibility among founders and senior technical leaders.

• Clear, direct communication and strong critical thinking.

• Comfort working with ambiguity and doing everything from strategy to tactical execution.

• Project and change management experience, especially leading people through new systems, policies, or ways of working.

• Experience using people analytics to identify trends and inform organizational decisions.

• Empathy and a real investment in building community on a small, fast-growing team.

Nice to have

• BA/BS degree or equivalent experience.

• Experience moving off a PEO or outsourced HR provider is a strong plus.

• Experience at companies in aerospace, defense, energy, or deep tech, or with teams in ITAR or export-controlled environments.

• Experience supporting Engineering or other highly technical organizations.

• Experience building leveling and compensation frameworks at an early-stage company.

Why Revel

• Be the first People hire at a company with strong early traction and world-class talent.

• Work directly with founders and leadership, with real influence on how the company grows, who we hire, and the culture we become.

• Support employees who build technology for critical infrastructure and high-stakes industries, including aerospace, energy, and defense.

• Competitive salary, substantial equity, and a collaborative, ambitious environment where people's operations are treated as a strategic priority, not an afterthought.

Join us to redefine what's possible in software for hardware.

Benefits

• Health insurance: Comprehensive medical, dental, and vision coverage to support you and your family.

• 401(k): Save for your future with our 401(k) plan.

• Equity: All full-time employees receive equity, so you share in Revel's success and growth.

• Life insurance: Company-paid life insurance gives you and your family peace of mind.

• Parental leave: Paid maternity and paternity leave to support new parents.

• Catered lunch: Catered lunch five days a week, so you can stay fueled and focused.

• Unlimited PTO: We trust you to take the time you need. Unlimited PTO for all full-time employees.

ITAR Requirements
To conform to U.S. Government export regulations, applicant must be a (i) U.S. citizen or national, (ii) U.S. lawful, permanent resident (aka green card holder), (iii) Refugee under 8 U.S.C. 1157, or (iv) Asylee under 8 U.S.C. 1158, or be eligible to obtain the required authorizations from the U.S. Department of State. Learn more about the ITAR here.