<h2>What we’re building</h2> <p>The marine industry supports recreation, global commerce, and national defense. And yet it runs on technology that hasn't meaningfully changed in fifty years. Until now.<br>Arc is on a mission to electrify the marine industry. We're rethinking powertrains, software, and vessel designs from first principles. And we're already executing. We started with consumers to develop and harden our core technology. We’re now scaling production of our flagship model with new models and sectors on the horizon. Now we’re extending our platform to commercial applications, starting with tugs, ferries, and defense, with years worth of signed contracts and a pipeline that spans every vessel type on the water. </p> <p>The technology is proven, the momentum is building, and the opportunity is enormous. The marine industry is going electric and Arc is building the platform that powers it.</p> <h2>Who we’re looking for</h2> <p>As Arc's Staff People and Learning Partner, you will own the people strategy for our Sales, Service, and G&A organizations while building the manager development and career growth systems the whole company runs on. That means acting as the trusted advisor to leaders across those functions on org design, performance, and employee relations; designing and facilitating the training that raises the bar on how Arc manages; and building career pathways that give individual contributors a clear line of sight to what's next.</p> <p>Roughly 40% of your time will be spent on learning and development, primarily for managers, with a meaningful share dedicated to IC career pathways. This is not a coordinator role bolted onto a generalist job. You will own the curriculum, teach it yourself, and measure impact.</p> <p>You'll report to our Senior Staff People Partner and partner closely with functional leaders. The work spans exempt corporate teams, commissioned sales, and a field-based service organization, so you'll need range.</p> <p>We're looking for someone fired up by the mission and ready to build. You'll thrive here if you move fast, take ownership, and care about the details. This is a full-time, on-site role at our Los Angeles headquarters.</p> <h2>What You'll Do</h2> <ul> <li style="color: rgb(224, 62, 45);"> <p><span style="color: rgb(0, 0, 0);"><strong>Business partnership: Sales, Service & G&A</strong></span></p> <ul> <li style="color: rgb(0, 0, 0);"><span style="color: rgb(0, 0, 0);">Partnering with leaders across Sales, Service, and G&A on organizational design, headcount planning, reporting structures, and spans of control as those teams scale.</span></li> <li style="color: rgb(0, 0, 0);"><span style="color: rgb(0, 0, 0);">Coaching managers through the full performance cycle: goal setting, calibration, feedback, promotion cases, and performance improvement, grounded in Arc's leveling guidelines.</span></li> <li style="color: rgb(0, 0, 0);"><span style="color: rgb(0, 0, 0);">Conducting employee relations investigations end-to-end, counseling employees and leadership.</span></li> <li style="color: rgb(0, 0, 0);"><span style="color: rgb(0, 0, 0);">Leading terminations and role changes with dignity, and owning communication with the teams they affect.</span></li> <li style="color: rgb(0, 0, 0);"><span style="color: rgb(0, 0, 0);">Advising on California employment law, wage and hour compliance, and compensation practices across a mixed exempt, non-exempt, and commissioned population.</span></li> <li style="color: rgb(0, 0, 0);"><span style="color: rgb(0, 0, 0);">Translating people data - attrition, engagement, promotion velocity - into insights leaders act on, and presenting the case behind them.</span></li> <li style="color: rgb(0, 0, 0);"><span style="color: rgb(0, 0, 0);">Leading change management for policy, program, and process rollouts, preparing managers before their teams hear the news and serving as a source of stability through it.</span></li> <li style="color: rgb(0, 0, 0);"><span style="color: rgb(0, 0, 0);">Providing constructive pushback and playing devil's advocate when it's warranted, then owning the communication and execution of the decision even when it differs from your own view.</span></li> </ul> <p><span style="color: rgb(0, 0, 0);"><strong>Learning & development — 40% of the role</strong></span></p> <ul> <li style="color: rgb(0, 0, 0);"><span style="color: rgb(0, 0, 0);">Building and facilitating Arc's manager development curriculum, from first-time supervisor fundamentals through senior topics like coaching, delegation, difficult conversations, and performance calibration.</span></li> <li style="color: rgb(0, 0, 0);"><span style="color: rgb(0, 0, 0);">Designing career pathways for individual contributors that make Arc's leveling framework concrete: what impact looks like at each level, which skills close the gap, and how to build them.</span></li> <li style="color: rgb(0, 0, 0);"><span style="color: rgb(0, 0, 0);">Running skills gap analyses with functional leaders and turning them into learning roadmaps tied to business priorities rather than training for training's sake.</span></li> <li style="color: rgb(0, 0, 0);"><span style="color: rgb(0, 0, 0);">Facilitating live workshops, cohort programs, and onboarding content yourself, supplementing with outside vendors only where they clearly outperform.</span></li> <li style="color: rgb(0, 0, 0);"><span style="color: rgb(0, 0, 0);">Measuring program effec