Job Description Summary:The Human Resources Business Partner is an individual contributor who combines hands-on execution with proactive partnership across assigned client groups. Reporting to a Senior HR Business Partner, this role serves as a trusted advisor to managers and leaders, translating business priorities and workforce needs into practical people strategies and solutions. The HRBP operates with meaningful autonomy, builds strong relationships with stakeholders, coaches managers through a broad range of people matters, and uses data and business context to identify trends, anticipate needs, and recommend action. The ideal candidate is comfortable navigating ambiguity, managing competing priorities, and knowing when to independently resolve an issue versus partnering with or escalating to the Senior HRBP, Employee Relations, Legal, or other People teams.
This role will support assigned client groups within Sales, Marketing, Product, and/or other business functions in a collaborative, matrixed, remote-first environment. The HRBP will independently own day-to-day HR partnership within a defined scope while providing visibility, recommendations, and escalation on complex or high-impact matters to the Senior HRBP.
Essential Responsibilities- Provide independent, day-to-day HR partnership to assigned managers and employees, serving as a trusted resource for practical guidance and solutions.
- Build a strong understanding of assigned client groups' business priorities, workforce needs, organizational context, and culture to anticipate issues, identify opportunities, and deliver practical, consistent guidance.
- Coach managers through routine and moderately complex performance, feedback, and talent matters, including goal setting, performance documentation, corrective action, Performance Improvement Plans (PIP), talent development, and succession planning. Help managers apply expectations consistently and communicate clearly with employees.
- Identify themes and trends across employee relations matters, exit feedback, engagement signals, workforce data, and other people metrics. Use data and qualitative insights to identify opportunities, develop recommendations, and communicate clear, compelling narratives to the Senior HRBPs and the broader People team to inform proactive action.
- Contribute to the design, implementation, and continuous improvement of People programs, processes, policies, and manager resources. Support company and departmental diversity, equity, inclusion, and accessibility goals through inclusive and equitable People team practices.
- Manage routine to moderately complex employee relations matters from intake through resolution, including conducting or supporting investigations, maintaining thorough and objective documentation, assessing potential risk, and recommending practical resolution options.
- Advise and coordinate on timely employee lifecycle actions including job changes, promotions, transfers, reorganizations, leaves, accommodations, and terminations.
- Support organizational change initiatives, including reorganizations, team changes, role changes, and other workforce transitions, in partnership with Senior HRBPs and business leaders. Help assess people impacts, identify risks and opportunities, and execute clear communication and transition plans.
- Support organizational and team effectiveness initiatives by helping leaders understand workforce needs, organizational design considerations, and people-related implications of business decisions.
- Support annual and recurring talent and people processes, including performance management, talent reviews, compensation planning, and promotions. Prepare managers for decision-making, promote consistency and fairness, and support effective communication of outcomes.
- Guide managers in applying staffing, headcount, and compensation practices by coordinating with Compensation, Talent Acquisition, Finance, People Analytics, and other teams as needed.
Required Qualifications:- Bachelor's degree in Human Resources, Psychology, Business Administration, or a related field.
- 5+ years of progressive experience in Human Resources, including experience in an HR Generalist, HR Business Partner, or comparable role.
- Ability to manage competing priorities, exercise sound judgment, and operate effectively in an environment with ambiguity and changing business needs.
- Demonstrated willingness and courage to challenge senior leaders, push back constructively, and hold a firm stance on key people and organizational decisions.
- Experience independently advising managers on employee relations, performance management, employee lifecycle processes, and conducting or supporting employee relations investigations.
- Working knowledge of U.S. employment laws and HR compliance principles, including applying HR policies across multiple states.
- Demonstrated business acumen and ability to understand how organizational goals, workforce needs, and business performance inform people decisions.
- Demonstrated ability to build trusted relationships and establish rapport with managers, leaders, and employees at all levels of an organization.
- Demonstrated discretion and ability to handle sensitive and confidential employee and business information with sound judgment.
- Proficiency with HRIS platforms and standard business tools. Workday, Culture Amp, and Ashby ATS preferred.
Preferred Qualifications:- Experience supporting Sales, Marketing, Product, or other revenue-generating or product-focused client groups.
- Experience supporting a Senior HR Business Partner or HRBP team in a collaborative, matrixed organization.
- Experience working in a remote-first or geographically distributed company.
- HR certification, such as PHR, SHRM-CP, or equivalent.
- Master's degree in Human Resources, Industrial-Organizational Psychology, or a related field.
