People Partner

As a People Partner at Wayve, your core responsibilities will encompass supporting US-based Software leaders and Fleet Operations teams, implementing performance management systems, and coaching managers to foster effective workplace environments. You'll play a key role in developing initiatives that enhance diversity and inclusion while also helping improve onboarding processes and policy compliance.

To excel as a People Partner at Wayve, candidates should possess significant experience in HR roles within fast-paced tech environments, a solid understanding of US labor laws, and excellent collaboration skills. Moreover, proficiency with HRIS systems and the ability to navigate ambiguity are essential for success in this role.

Wayve is dedicated to fostering a culture of continuous learning and development. As a People Partner, you will have opportunities to implement innovative HR strategies and be part of projects that drive the company forward. You'll also benefit from a hybrid working policy that encourages both collaboration in-person and flexibility when working from home.

Wayve prides itself on a culture of diversity and inclusion, encouraging every employee to embrace their unique skills and perspectives. Our environment is built on collaboration, innovation, and community connection, making it a vibrant place for talent who are passionate about driving technology forward.

During your onboarding at Wayve, you will work closely with the Senior People Operations Associate to ensure a smooth transition into your role. You can expect high-quality training and support that will equip you with the necessary tools and insights to thrive as a People Partner within our dynamic team.

When answering this question, focus on specific examples from your previous roles where you facilitated performance review processes. Discuss how you provided feedback to managers, assisted in creating development plans, and navigated performance challenges.

Outline your past experiences in creating and implementing successful diversity and inclusion programs. Share your strategies for engaging underrepresented groups and how you measure the impact of these initiatives within the organization.

Discuss specific approaches you’ve used in the past, including active listening, mediating conflicts, and providing tailored advice to help managers navigate any labor relations problems that may arise.

Emphasize your knowledge of local labor laws, particularly in California. Explain how you stay updated on legislative changes and how you incorporate that information into policy development and training for management.

Provide specific instances where you've led initiatives aimed at enhancing the workplace culture, such as team-building activities, feedback forums, or wellness programs. Highlight the outcomes and how they contributed to employee satisfaction.

Talk about a specific project, detailing the steps you took to develop the policy, engage stakeholders, and ensure smooth implementation. Explain how you communicated the policy to the team and monitored its effectiveness.

Share your methods for time management and organization. Discuss tools and techniques you utilize to prioritize tasks, manage projects, and collaborate with teams effectively while ensuring all deadlines are met.

Highlight the importance of clear and transparent communication in HR practices. Discuss how you facilitate this within a team, ensuring that employees can express their concerns and feedback freely.

Discuss specific HRIS platforms you’ve used previously, detailing how you applied them for tracking employee records, performance reviews, and compliance reports. Explain your comfort level with using data to inform your decision-making.

Emphasize the importance of a sensitive and structured approach. Describe your protocol for addressing such complaints, how you ensure the employee feels heard, and your commitment to investigating the matter thoroughly while maintaining confidentiality.