Senior People Systems & Organizational Effectiveness Partner

About Field AI Field AI is at the forefront of robotic embodied AI, transforming industries like construction, security, mining, and manufacturing. Our autonomous robots operate globally, often in harsh environments, delivering critical insights to customers. Whether monitoring construction progress, ensuring safety compliance, or conducting predictive maintenance, Field AI is advancing technology to make a meaningful impact. Learn more at https://fieldai.com. About the job This role increases organizational clarity and execution speed by combining AI-enabled workforce insight with disciplined matrix operations and structural governance as the company scales — while providing occasional surge support to HR for time-sensitive documentation and preparation work. Embedded in the Organizational Efficiency Program, this role works closely with HR and maintains equivalent HRIS visibility. What You’ll Get To Do 1) AI-Enabled People Insight & Executive Decision Support (Primary Ownership) - Be highly fluent with AI tools to generate leadership-ready insight from people and operating data (capacity risk, allocation imbalance, role overlap, skills coverage, structural complexity). - Build repeatable reporting and automation workflows that reduce manual work and raise signal quality across organizational reviews. - Produce concise, decision-oriented materials for exec reviews (monthly/quarterly org views, staffing tradeoffs, risk flags, recommended structural actions). - Maintain and continuously improve a People Insights Dashboard that provides current and forward-looking visibility by function and by project. - Treat AI as an operational multiplier: faster synthesis, higher consistency, and better quality documentation/insight. 2) Matrix Operations & Organizational Efficiency - Support, maintain, and continuously refine the company’s matrix structure documentation in collaboration with leadership. - Own and operate the matrix org across projects and functions; ensure each project–function “cell” has clear ownership and a staffing plan. - Assess staffing adequacy with project and functional leaders; identify gaps/risks and translate needs into allocation and hiring priorities for leadership and recruiting. - Maintain people/capacity visibility through structured staffing inputs (roles, skills, FTE allocation, priority order) and dashboard hygiene. - Define and continuously refine role responsibilities to be clear, non-overlapping, and complete as the org scales. - Prevent org bloat by running recurring role reviews and driving cut/merge/simplification decisions; require explicit justification and OKRs for any new role. 3) Organizational Mapping & OKR Process Infrastructure (System Ownership Only) - Maintain employee-to-project allocation mapping and reporting alignment views. - Own OKR cycle mechanics: timelines, inputs, tracking, and standardized OKR summaries for leadership review cycles. - Ensure OKR alignment across company / function / project from a systems and visibility standpoint (not content ownership). 4) Workforce Architecture & Documentation Governance - Maintain accurate, up-to-date role and talent profiles reflecting scope, allocation, interfaces, and reporting lines. - Ensure organizational documentation is structured, current, and consistently formatted (role charters, org maps, staffing plans, change logs). - Partner with HR to maintain structural HRIS hygiene (reporting lines, job architecture elements, allocation tags, required fields). 5) HR Generalist Surge Support (Crunch-Time Augmentation Only) During peak periods or time-sensitive events, this role may augment HR generalist execution to keep the organization moving — primarily through documentation and preparation work, including: - Stock option and equity-related documentation preparation and coordination (in partnership with HR/Finance/Legal as applicable) - Offer-support packet preparation, templates, and employment document coordination - Structured generation and maintenance of personnel/role documentation required for audits or leadership reviews - Backfilling HR process paperwork when bandwidth is constrained (without owning HR programs long-term)