HR Business Partner, Project Management Team

Who this is for

You’re the kind of HR practitioner who has always felt that the best HR work is the work that never becomes a case. You’ve sat next to project managers and delivery leads long enough to know that most people problems are actually design problems — unclear scope, missing skills, quiet burnout, or a role that made sense six months ago and doesn’t anymore. You want to bring that quiet, upstream partnering to a team that’s moving fast.

What you’d actually do

Sit alongside the Project Management team as their people-thinking partner. Help them see the human side of the portfolio: where roles are ambiguous, where someo

• Sit in as a partner. Join the Project Management team’s regular rhythms as a listener and thinking partner, not as an observer.

• Diagnose the human layer. When a project stalls or a role feels off, help the team distinguish between a design problem, a fit problem, and a support problem.

• Co-design role tweaks. Work with project managers to reshape roles, split responsibilities, or invite new practitioners in — before people burn out.

• Flag succession thinking. Notice single points of failure (one person holding a critical skill or relationship) and help the team build gentle redundancy.

• Translate to the wider ecosystem. Bring patterns you see to the Ikigai concierges and the Systems & Prompts circle so what you notice shapes what we ask upstream.

Why this might be your ikigai

You’ll practice HR as a craft of noticing — a version of business partnering that isn’t reactive, isn’t compliance-driven, and isn’t about protecting the org from its people. You’ll help project managers become better at the human parts of their work, and you’ll do it as a peer, not a policy-holder.

Signs this role might fit you

• You’ve done HR business partnering before — formally or as the person people just went to.

• You can hear a project status update and notice the human subtext.

• You’re comfortable partnering with delivery-minded people without needing to soften them.

• You believe good HR is mostly good design and honest conversation.

• You’re curious about volunteer-driven organizations as a distinct HR practice.

Signs this role probably isn’t for you

• You want to run the HR function or set org-wide policy.

• You need a caseload of employee-relations issues to feel useful.

• You’d rather write handbooks than sit inside the work.

Commitment

We ask for a six-month initial commitment. Rhythm is co-designed with the Project Management team based on their cadence — typically one recurring touchpoint with the team plus ad-hoc partnering as things surface.

What you’ll be part of

You’ll be embedded in the Project Management team and connected to a small community of HR Business Partners across CrowdDoing’s three core teams. You’ll share what you’re noticing with your peer HRBPs and with the Practitioner Community of Practice.

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.