HR Business Partner, Process Improvement Team

Who this is for

You're fascinated by the intersection of human systems and technical systems. When a form doesn't work, you don't just see a UX problem — you see the human on the other side of it, and the human building it. You want to be the HR partner to the systems-and-prompts crew who turn real volunteer journeys into better tools.

What you'd actually do

Sit alongside the Process Improvement team — the pattern-spotters and prompt engineers — as their people-thinking partner. Help them design their own team dynamics as thoughtfully as they design our forms. Make sure that in the rush to build better systems, they don't lose themselves.

• Partner on team design. Help shape how the Process Improvement team divides work, makes decisions, and holds cross-cutting priorities without over-coupling.

• Bring the human lens to system changes. When a form or routing rule is proposed, help the team ask "what does this feel like for the volunteer on the other side?"

• Watch for solo-genius patterns. Notice when one person is holding too much of the system's memory and help build shared ownership.

• Support skill growth. Co-design learning experiments for team members who want to grow into deeper prompt engineering, data work, or facilitation.

• Bridge to the frontline. Make sure what the concierges and team people managers are seeing on the ground reaches the people improving the systems.

Why this might be your ikigai

You'll practice HR partnering with a team that most HR people never get to work with — the ones building the sociotechnical fabric of a volunteer ecosystem. You'll get to think in humans and systems at the same time, which is what the best HR work has always been.

Signs this role might fit you

• You've done HR partnering before, ideally with technical or product teams.

• You're curious about AI-human collaboration and the ethics of automation in people work.

• You can partner with pattern-thinkers without needing them to explain everything twice.

• You believe process design is a form of care.

• You'd rather help a small team stay healthy than run a big HR function.

Signs this role probably isn't for you

• You're uncomfortable with technical or systems-heavy conversations.

• You'd rather work exclusively with the frontline than with the people building the tools.

• You need a fully defined HR playbook to work from.

Commitment

Six-month initial commitment. Rhythm co-designed with the Process Improvement team — typically one recurring touchpoint plus availability for team-design conversations as they arise.

What you'll be part of

You'll partner with the Process Improvement team, the other HR Business Partners, and the People Manager for the Practitioner Community of Practice. Together, you'll help make sure the humans building the systems stay well.

How to apply

Send a short note to Journey.ikigai@crowddoing.world telling us: what draws you to this work, what you're good at, what you'd like to learn, and any constraints on your time or energy. A few paragraphs is plenty — no CV required.