Back to jobs
New

Senior Manager, HR Business Partner

San Francisco, CA; New York, NY

The Company You’ll Join

Carta develops purpose-built software that transforms traditional accounting into a powerful growth engine.

Carta’s world-class fund administration platform supports nearly 7,000 funds and SPVs, and represents nearly $130B in assets under management in venture capital and private equity.

Trusted by more than 40,000 companies, Carta also helps private businesses in over 160 countries manage their cap tables, valuations, taxes, equity programs, compensation, and more.

Together, Carta is setting a new standard as the end-to-end platform for private markets. Our best-in-class solution for fund management seamlessly integrates investor and portfolio company insights via a suite of tools designed ground-up to support the strategic impact of the fund CFO.

For more information about our offices and culture, check out our Carta careers page.

The Problems You'll Solve

At Carta, our employees set out on a mission to unlock the power of equity ownership for more people in more places. We believe that the problems we solve today unlock the opportunities of tomorrow. As a Senior Manager, HRBP, you’ll work to: 

  • Lead and develop a team of HRBPs, ensuring their growth, engagement, and success as strategic partners to the business
  • Design and implement creative people strategies and solutions that align with business goals and address complex organizational challenges
  • Partner with executive business leaders and your HRBP team to roll out People initiatives, including performance management, compensation strategies, benefits, and employee development programs
  • Leverage data and use insights to guide decisions, uncover trends, and improve organizational health 
  • Provide strategic guidance on workforce planning, succession planning, organizational design, and employee movements such as promotions, lateral transfers, and benchmarking
  • Act as a trusted advisor to leadership across all levels, helping define and prioritize People objectives while maintaining compliance and mitigating legal risks
  • Build strong relationships with employees, management, and executive leaders to champion culture, drive change, and foster a high-performing organization
  • Resolve complex employee relations issues while balancing immediate operational needs with long-term growth strategies
  • Coach and mentor managers and executives to enhance leadership capabilities and influence outcomes that align with organizational success

The Team You'll Work With

We are seeking a dynamic HRBP Leader to join our People team and make a high impact in a fast-paced, collaborative environment. This leader will partner with business executives, people team leaders, and their HRBP team to drive people strategies, support organizational growth, and help shape Carta’s culture. Working across teams at varying stages from startup-like environments to well-established functions—you will manage a hybrid and international workforce while delivering solutions tailored to their unique needs. At Carta, we prioritize designing programs and experiences that fit our unique challenges over defaulting to conventional practices.

As a key HRBP leader to the organization, you’ll help develop and execute People strategies that drive organizational effectiveness and foster transparency, inclusion, and high performance. This role requires a leader who thrives in ambiguity, balancing strategic initiatives with hands-on operational support, and consistently problem-solving for executives across the organization. By building strong relationships with employees, leadership, and cross-functional People partners, you’ll ensure the Delivery organization’s needs are met while remaining connected to Carta’s broader People framework. The Delivery team is our largest organization that serves as a third-party service handling venture fund accounting, LP reporting, asset valuation, capital calls, and capital distributions. Your ability to adapt, mentor, coach, and influence will make you a pivotal part of Carta’s mission to revolutionize the private markets.

About You

You are an experienced, empathetic, and results-oriented HR leader with a track record of driving impactful People strategies. You excel in ambiguous, high-growth environments where strategies evolve, and operationally minded.

Qualifications:

  • 12+ years of HRBP or equivalent experience, with 3+ years in a leadership role
  • Experience in a fast-paced established technology company and startup environment
  • Demonstrated success partnering with executives and influencing across all levels of an organization
  • Experience partnering with centers of excellence for larger company wide initiatives
  • Exceptional coaching skills with the ability to empower and develop individual contributors and executives
  • Strong organizational skills and the ability to juggle competing priorities effectively
  • Excellent communication skills—written, verbal, and interpersonal—with a high degree of empathy
  • Hands-on experience with workforce planning, succession planning, compensation, and employee relations
  • Familiarity with hybrid and international work environments, and an appreciation for cultural nuances in a global workforce
  • A demonstrated ability to adapt to shifting strategies and priorities in rapidly growing or evolving organizations

At Carta, you’re not just an employee. You’re a builder who is creating  infrastructure that accelerates innovation and empowers more ownership. Cartans are helpful, relentless, unconventional and kind; representing Carta’s Identity Traits. They work collaboratively and cross functionally  to challenge the status quo; working towards a common goal of creating more owners in the private markets. 

Salary

Carta’s compensation package includes a market competitive salary, equity for all full time roles, exceptional benefits, and, for applicable roles, commissions plans. Our minimum cash compensation (salary + commission if applicable) range for this role is $192,000- $240,000 in San Francisco and New York.

Final offers may vary from the amount listed based on geography, candidate experience and expertise, and other factors.

We are an equal opportunity employer and are committed to providing a positive interview experience for every candidate. If accommodations due to a disability or medical condition are needed, please connect with the talent partner via email. 

Interested in data privacy? Check out our policies on Privacy and CA Candidate Privacy. Please note that all official communications from us will come from an @carta.com domain.

 

Apply for this job

*

indicates a required field

Resume/CV*

Accepted file types: pdf, doc, docx, txt, rtf

Cover Letter

Accepted file types: pdf, doc, docx, txt, rtf

Select...
Select...
Select...
Select...
Select...

While we encourage people to use AI systems during their role to help them work faster and more effectively, please do not use AI assistants during the application and interviewing process. We want to understand your personal interest in Carta without mediation through an AI system, and we also want to evaluate your non-AI-assisted communication skills. Please indicate 'Yes' if you have read and agree.

Voluntary Self-Identification

For government reporting purposes, we ask candidates to respond to the below self-identification survey. Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.

As set forth in Carta’s Equal Employment Opportunity policy, we do not discriminate on the basis of any protected group status under any applicable law.

Select...
Select...
Race & Ethnicity Definitions

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.

Select...

Voluntary Self-Identification of Disability

Form CC-305
Page 1 of 1
OMB Control Number 1250-0005
Expires 04/30/2026

Why are you being asked to complete this form?

We are a federal contractor or subcontractor. The law requires us to provide equal employment opportunity to qualified people with disabilities. We have a goal of having at least 7% of our workers as people with disabilities. The law says we must measure our progress towards this goal. To do this, we must ask applicants and employees if they have a disability or have ever had one. People can become disabled, so we need to ask this question at least every five years.

Completing this form is voluntary, and we hope that you will choose to do so. Your answer is confidential. No one who makes hiring decisions will see it. Your decision to complete the form and your answer will not harm you in any way. If you want to learn more about the law or this form, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

How do you know if you have a disability?

A disability is a condition that substantially limits one or more of your “major life activities.” If you have or have ever had such a condition, you are a person with a disability. Disabilities include, but are not limited to:

  • Alcohol or other substance use disorder (not currently using drugs illegally)
  • Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, HIV/AIDS
  • Blind or low vision
  • Cancer (past or present)
  • Cardiovascular or heart disease
  • Celiac disease
  • Cerebral palsy
  • Deaf or serious difficulty hearing
  • Diabetes
  • Disfigurement, for example, disfigurement caused by burns, wounds, accidents, or congenital disorders
  • Epilepsy or other seizure disorder
  • Gastrointestinal disorders, for example, Crohn's Disease, irritable bowel syndrome
  • Intellectual or developmental disability
  • Mental health conditions, for example, depression, bipolar disorder, anxiety disorder, schizophrenia, PTSD
  • Missing limbs or partially missing limbs
  • Mobility impairment, benefiting from the use of a wheelchair, scooter, walker, leg brace(s) and/or other supports
  • Nervous system condition, for example, migraine headaches, Parkinson’s disease, multiple sclerosis (MS)
  • Neurodivergence, for example, attention-deficit/hyperactivity disorder (ADHD), autism spectrum disorder, dyslexia, dyspraxia, other learning disabilities
  • Partial or complete paralysis (any cause)
  • Pulmonary or respiratory conditions, for example, tuberculosis, asthma, emphysema
  • Short stature (dwarfism)
  • Traumatic brain injury
Select...

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.