HR Business Partner

Remote (United States)

Job Summary

The HR Business Partner will serve as a strategic partner, organizational effectiveness catalyst, and hands-on people advisor across the business. This role translates business goals into talent priorities, helps managers turn values into daily behaviors, and uses employee feedback, people data, and AI-enabled tools to improve how teams operate and grow.

This position is ideal for an HR professional who is comfortable working closely with managers and employees, supporting a scaling organization, strengthening leadership capability, improving team structures, and helping build a high-performing, mission-aligned workplace.

Position Type: Full-Time, Exempt

Compensation: $110,000 per year

What You’ll Do

Strategic Business Partnering & Organizational Effectiveness

• Serve as a trusted advisor and thought partner to people managers across the organization.
• Stay closely connected to business priorities, team dynamics, and the needs of the groups you support.
• Partner with managers to assess team structure, clarify roles, and support organizational design decisions built for the next 12 to 24 months.
• Align team architecture with future business needs, not only current-state operations.
• Coach managers on team dynamics, change readiness, communication effectiveness, and leadership behaviors.
• Support first-time managers as they build leadership capability in real time.
• Help managers embed company values and operating principles into daily team practices.
• Support the organization through significant change, including systems implementations, structural shifts, and the evolution from founder-led to professionally managed operations.
• Use AI-enabled tools and organizational effectiveness frameworks to identify patterns, accelerate insights, and help leaders make faster, better-informed people decisions.

Talent & Performance Enablement

• Drive adoption of continuous feedback practices, goal alignment, and accountability conversations.
• Help ensure performance management is treated as an ongoing process rather than a once-a-year event.
• Identify emerging talent across the organization.
• Partner with managers to build development plans, create stretch opportunities, and support internal mobility pathways.
• Navigate employee relations matters with sound judgment, empathy, documentation discipline, and appropriate risk management.
• Balance risk mitigation with genuine care for the employee experience.
• Identify employee relations patterns that may point to broader systemic opportunities.
• Partner with the HR team on leadership development curriculum rollout.
• Support manager cohorts, reinforce learning between sessions, and provide real-time coaching tied to daily leadership situations.

Data-Informed People Insights

• Partner with HR Operations to interpret engagement data, attrition signals, performance trends, and workforce analytics.
• Turn people data into clear, actionable recommendations for the leaders you support.
• Collaborate with the VP of Human Resources on compensation decisions for supported client groups.
• Help ensure pay actions are consistent, equitable, and aligned with the organization’s compensation philosophy.
• Apply strong pattern recognition across employee feedback, performance data, and team health indicators.
• Distinguish systemic people issues from situational concerns and recommend appropriate actions.

AI-Enabled HR Practice

• Explore and adopt AI-enabled HR tools that improve HR effectiveness and efficiency.
• Use technology to support people data synthesis, communication drafting, manager resource development, and preparation for complex conversations.
• Bring curiosity, experimentation, and practical tool adoption to HR work.
• Share effective practices with the broader HR team.
• Help build a forward-looking HR function that uses technology while preserving strong human judgment, presence, and care.

Qualifications

• 6 to 8+ years of progressive HR Business Partner or HR Generalist experience.
• Experience in a high-growth SaaS, technology, or remote-first environment is strongly preferred.
• Demonstrated experience partnering with people managers, including coaching, influencing, and building trust with leaders at multiple levels.
• Experience supporting first-time managers is highly valuable.
• Strong employee relations capability, including sound judgment in ambiguous situations, empathy in sensitive conversations, and discipline around documentation and risk management.
• Genuine curiosity and comfort with technology, including the ability to learn new tools, systems, and platforms quickly.
• Ability to apply technology curiosity directly to HR work and continuous learning.
• Comfort working with people data, interpreting trends, asking thoughtful questions, and turning insights into actionable recommendations.
• Experience supporting organizations through change, including structural shifts, cultural transformation, systems implementations, or rapid growth.
• Belief that HR is a value-driving function and a partner in organizational effectiveness.
• Presence and credibility to operate as a strategic HR partner.
• Excellent written and verbal communication skills.
• Ability to write clearly, coach in the moment, and navigate sensitive conversations with candor and care.

Preferred Qualifications

• Experience in a private equity-backed, high-growth environment where accountability, data-driven decision-making, and pace are standard operating norms.
• Familiarity with building or scaling people programs from early stages, including performance management, manager development, career ladders, or onboarding.
• Experience supporting a multi-country workforce, including Canada and/or contractor populations.
• Working knowledge of AI-enabled tools in an HR context, including communications, analytics, coaching preparation, or process efficiency.
• Experience with modern HRIS, performance management, or people analytics platforms.