Who this is for
You've done HR business partnering across multiple teams before, and you know that the real work isn't in any single partnership — it's in the pattern across all of them. You want to help the three HR Business Partners find their footing, share their signals, and shape what HR partnering means at CrowdDoing.
What you'd actually do
Hold the HR Business Partnering practice across the Project Management, People Management, and Process Improvement teams. You're the connective tissue between the three HRBPs — helping them share patterns, standardize what should be standard, and preserve what should stay bespoke to each team.
• Convene the HRBP circle. Host a regular reflection space for the three HR Business Partners to share cases, patterns, and hard conversations.
• Shape the practice. Turn recurring themes into shared frames — how we do 1:1s, how we handle role redesign, how we escalate wellbeing signals.
• Onboard new HRBPs. Buddy each new partner through their first weeks and stay available for their first hard case.
• Watch the whole. Notice signals that cross teams (a burnout pattern, a role-design pattern) and bring them to the Ikigai Program Owner.
• Keep the practice honest. Ask the hard questions when the HRBP role starts to drift toward compliance, casework, or hierarchy.
Why this might be your ikigai
You'll shape what HR business partnering looks like inside a 5,000-volunteer regenerative ecosystem — an environment where the traditional HR frame doesn't quite fit and something new needs to be invented. If you've wanted to help define the future of HR partnering rather than administer its past, this might be it.
Signs this role might fit you
• You've been an HR business partner and you've mentored other HRBPs.
• You can see the difference between a team-specific issue and a system-wide pattern.
• You're comfortable holding the practice without holding a hierarchy.
• You're curious about what HR looks like in the absence of formal employment.
• You believe the best HR programs are grown, not installed.
Signs this role probably isn't for you
• You want a Chief People Officer-style scope.
• You need direct reports and formal authority to feel effective.
• You'd rather deliver programs than tend a practice.
Commitment
Six-month initial commitment. This role co-evolves with the Ikigai Program Owner and the People Manager for the Practitioner Community of Practice.
What you'll be part of
You'll sit at the top of the HR Business Partnering practice at CrowdDoing, connected to the Ikigai Program Owner, the People Management team, and the two other program-level people managers (Executive Recruiting and Talent Acquisition).
How to apply
Send a short note to 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.
