Who is Flock?

Every community deserves to be safe, it’s a fundamental right. Our mission is simple - to build technology that reduces crime and protects privacy. Flock partners with cities, businesses, schools, and neighborhoods to help protect where people live, work, and play. Last year, Flock technology supported over 1 million criminal investigations. We've also helped solve approximately 20% of reported crimes in areas where we're deployed, and have played a role in locating more than 10,000 missing people.

We are a high-performance team united by urgency, ownership, and a shared commitment to meaningful impact. The work is fast-paced and the expectations are high. We push beyond perceived limits, support each other, and hold ourselves accountable to delivering results that matter.

With over $1B in funding and an $8.3B valuation, we are scaling with intention and investing in the people who will help us build what others said could not be done. At Flock, you will find the opportunity to grow quickly, take on real responsibility, and contribute to something bigger than yourself.

The Opportunity

Flock Safety is looking for an HR Business Partner to help scale our Engineering organization by driving high performance with clarity and consistency. This role is about moving quickly on real people challenges – partnering with engineering leaders on talent decisions, performance management, org design, and employee relations to ensure decisions are fair, objective, and aligned with the long-term health of the business.

You build trust through strong judgment, direct feedback, and consistent follow-through. You’re comfortable operating alongside engineering teams in fast-moving, high-accountability environments and can help leaders make clear, high-bar talent decisions without slowing execution. You bring structure to ambiguity, stay objective when situations are complex, and comfortable having the hard conversations required to maintain performance standards.

How you’ll make an impact:

• Serve as the primary HRBP for our Engineering organization, acting as the first point of contact for complex People related issues — including performance management, employee relations, investigations, and terminations

• Partner closely with engineering leaders and embed yourself in the business so you can provide practical coaching that drives clarity, accountability, and forward momentum

• Lead rigorous talent processes, including calibrations, promotions, and performance improvement, ensuring decisions are fair, consistent, and aligned with a high-performance bar

• Monitor the health of the engineering org through attrition trends, engagement data, stay/exit insights, and performance outcomes — translating signals into clear, actionable recommendations

• Partner cross-functionally with Finance, Recruiting, Total Rewards, and People Operations to ensure seamless execution across hiring, leveling, compensation, and employee lifecycle processes

• Build trusted relationships with both managers and engineers, serving as a steady, objective advisor who can navigate nuanced people challenges with urgency and professionalism

• While Engineering will be the primary focus, this role may expand to support additional teams or international populations as the business scales

The Skillset

• 5+ years of progressive HRBP experience, ideally in a high-growth product or engineering-driven environment

• Experience partnering with technical or engineering teams, with a strong understanding of how product organizations scale

• Proven ability to manage complex employee relations matters, performance management, and high-stakes talent decisions with sound judgment and objectivity

• Comfortable using data (attrition, engagement, performance trends) to inform recommendations and drive clear action

• Ability to operate with urgency in fast-moving environments — cutting through ambiguity and making well-reasoned decisions quickly

• Strong written and verbal communication skills; able to deliver direct feedback and influence leaders at multiple levels

• Bias toward execution, ownership, and operational excellence with strong attention to detail

• Experience with HRIS systems (Rippling experience a plus)

• Strong alignment with Flock Safety’s Core Values and mission

90 Days at Flock

First 30 Days - learn the business, build credibility

• Deeply embed in the Engineering organization — understand product roadmaps, org structure, technical domains, delivery cadence, and leadership dynamics.

• Build relationships with