Employee Engagement (EE) Partner - Operations

Employee Engagement (EE) Partner - Operations ABOUT FLUIDSTACK At Fluidstack, we’re building the infrastructure for abundant intelligence. We partner with top AI labs, governments, and enterprises - including Mistral, Poolside, Black Forest Labs, Meta, and more - to unlock compute at the speed of light. We’re working with urgency to make AGI a reality. As such, our team is highly motivated and committed to delivering world-class infrastructure. We treat our customers’ outcomes as our own, taking pride in the systems we build and the trust we earn. If you’re motivated by purpose, obsessed with excellence, and ready to work very hard to accelerate the future of intelligence, join us in building what's next. ABOUT THE PEOPLE TEAM The People team at Fluidstack exists to support our mission of building the world’s best place to do your life’s best work. We design and operate the systems, environments, and partnerships that allow talented people to focus on meaningful problems. Our work spans from the infrastructure that keeps the organization running cleanly, to the lifecycle moments that shape employee experience, to the support that helps managers and leaders do their best work. We care deeply about how things happen, not just whether they happen. WHY THIS ROLE EXISTS Operations teams (sales, marketing, finance, and G&A) face distinct people challenges tied to quota cycles, cross-functional dependencies, and revenue pressure. This role exists to ensure operations leaders have a dedicated partner who understands their context and helps them manage people well through growth and change. ABOUT THE ROLE We seek an experienced, kind, and thorough partner to embed and work with Fluidstack’s operations departments (sales, marketing, finance, legal, and G&A) on people and performance matters. Initially, your coverage will be broad. As the organization scales, you’ll specialize into a narrower set of departments. In this role, you will nurture, coach, and develop your colleagues, focusing on macro and micro development to ensure they are performing to the best of their ability in healthy, scalable ways. This will take many forms: from coaching a sales manager through their first difficult performance conversation to partnering with finance leadership on team structure to supporting someone through a career transition. Rather than pushing obtuse business metrics, your practice is grounded in employee advocacy and looking for holistic solutions that meet people where they are while simultaneously moving the organization toward meaningful results. You default to a growth mindset; asking probing questions and providing nuanced feedback, allowing you to build strong, open, and trusting relationships. This is not an HR compliance role. You sit at the intersection of people and performance. You help managers manage better, not by training them in a classroom, but by working alongside them when it counts. WHAT YOU WILL DO FIRST 30 DAYS - Complete onboarding and immerse yourself in the operations departments: sit in on team meetings, 1:1s (with permission), and planning sessions. - Build trust-based relationships with managers across sales, marketing, finance, and G&A. Understand team dynamics, pain points, and open questions. - Map the current state of people practices across your departments: how are performance conversations happening? What’s the onboarding experience? Where are the gaps? - Identify the top 2–3 areas where manager support would have the most immediate impact. BY 60 DAYS - Begin active coaching with managers on performance conversations, feedback delivery, and team-level decision-making. - Partner with the People team to roll out any new systems (performance, engagement, onboarding) within your departments, adapting for the operational context. - Surface department-level people risks to the broader People team with clear framing and proposed next steps. - Establish a regular check-in rhythm with departme ... (truncated, view full listing at source)