Director, HRBP

TRM Labs is a blockchain intelligence company committed to fighting crime and creating a safer world. By leveraging blockchain data, threat intelligence, and advanced analytics, our products empower governments, financial institutions, and crypto businesses to combat illicit activity and global security threats. At TRM, you'll join a mission-driven, fast-paced team made up of experts in law enforcement, data science, engineering, and financial intelligence, tackling complex global challenges daily. Whether analyzing blockchain data, developing cutting-edge tools, or collaborating with global organizations, you'll have the opportunity to make a meaningful and lasting impact.

TRM Labs is scaling fast—and with that growth comes complexity. We’re seeking a Global HRBP Team Leader to build, coach, and lead a high-performing HRBP function that partners deeply with all executive functions: R&D, GTM, and G&A. The right candidate will start as a player/coach for the first 3 months, ramping as a strategic individual contributor to build credibility and understand the work firsthand—before stepping fully into a team leadership role.

You’ll help us protect what makes TRM special by elevating the quality of our managers, designing strong talent systems, and coaching HRBPs to deliver measurable impact. This isn’t a reactive HR role—we’re looking for someone who operates with urgency, challenges assumptions, and shapes people strategy that supports long-term scale.

What You’ll Do:

Phase 1: Player/Coach (First 3 Months)

• Act as a strategic HRBP to quickly understand our operating model and culture.
• Deliver on core HRBP responsibilities—org design, manager coaching, performance, team health—to build trust and set the bar for excellence.
• Model what fast, judgment-forward, high-impact HRBP work looks like.

Phase 2: Team Leadership

• Step fully into leading our HRBP team, directly managing HRBPs and overseeing their strategic partnership across all pillars.
• Build the HRBP team’s rhythm and standards for judgment, execution velocity, documentation, and coaching effectiveness.
• Serve as the connective tissue across execs and HRBPs—ensuring the team is focused on the highest-leverage issues and delivering measurable outcomes.

Key Areas of Responsibility

1. Manager + HRBP Quarterly 1:1s

• Operationalize quarterly planning/reflection cycles between managers and HRBPs.
• Raise the standard of HRBP coaching and establish a drumbeat of strategic partnership with people managers.

2. Addressing Our Most Vulnerable Teams

• Create systems to identify and prioritize support for the 20% of teams most at risk.
• Help HRBPs drive hands-on efforts that tackle root issues and increase trust, clarity, and team health.

3. Strategic Retention of Key Talent

• Ensure we refresh and review our key talent lists annually and retention plans quarterly.
• Empower HRBPs and execs to stay close to what matters most to top talent—and act on it.

4. Coaching & Upskilling Managers

• Help HRBPs coach managers to close leadership gaps and improve team performance.
• Ensure every pillar leader feels their HRBP is a sharp, strategic partner—not just operational support.

5. Performance Management

• Enable HRBPs to guide managers in raising the bar: setting expectations, coaching for improvement, and managing performance with clarity and speed.
• Support leaders in designing and evolving Career Pathways that reflect what excellence looks like in each function.

6. Engagement Survey Execution

• Help HRBPs create action plans that address engagement insights, and partner with the People team to drive cross-functional themes and improvements.
• Push for visibility and iteration on outcomes—not just plans.

7. Onboarding & Off-boarding

• Own the HRBP playbook for onboarding and off-boarding: from 45/90 day ramp check-ins to coaching through performance exits.
• Ensure these transitions preserve trust, minimize risk, and reflect our values.

What We’re Looking For:

• 7+ years of HRBP experience, including direct partnership with senior executives across multiple functions.
• Experience leading HRBPs or coaching peers in a high-growth startup environment.
• A strategic coach’s mindset—you unlock others by asking the right questions, sharing clear feedback, and clarifying what excellence looks like.
• Systems thinker with a bias for action—you turn