Human Resources Business Partner

Remote (United States)

Job Details

Employment Type: Full-Time

Department: Human Resources

Travel: Up to 10%

Base Salary: $75,000-$115,000 per year

Discretionary Bonus: 10% of annual base salary

About the Role

The Human Resources Business Partner will serve as a trusted advisor to assigned U.S. leaders, helping build high-performing teams, strengthen organizational effectiveness, and achieve talent outcomes that support business objectives.

This position provides both strategic and day-to-day HR partnership throughout the employee lifecycle. The role supports leaders with organizational change, performance management, talent development, employee relations, workforce planning, organizational design, and complex people decisions while helping foster an engaging, respectful, and inclusive workplace.

This is an AI-first work environment. The Human Resources Business Partner is expected to use AI, workforce data, analytics, automation, and scalable processes to improve productivity, accelerate decision-making, reduce repetitive work, and deliver better outcomes while maintaining appropriate judgment, quality, security, and compliance.

What You’ll Do

Strategic Business Partnership

• Serve as a trusted advisor to assigned U.S. leaders.
• Provide guidance on organizational effectiveness, talent management, workforce planning, and employee engagement.
• Build strong partnerships with leaders to understand business priorities and team needs.
• Work closely with the Vice President of Human Resources and Talent Management to translate business priorities into effective people strategies.
• Partner with leaders to support organizational design, team effectiveness, and change initiatives that enable business growth.
• Use workforce data and people insights to identify risks and opportunities.
• Develop recommendations that support business goals and improve workforce outcomes.

Talent Management and Organizational Effectiveness

• Partner with leaders to develop, engage, and retain talent.
• Support performance management, employee coaching, talent reviews, succession planning, and professional development.
• Partner with leaders, Compensation, and Talent Management teams to define roles and responsibilities.
• Support organizational design and align positions with the organization’s career framework.
• Help leaders identify organizational, workforce, and capability gaps.
• Develop and deliver scalable talent solutions that address identified needs.
• Support leaders in building effective teams and improving organizational performance.

Employee Relations and Leadership Coaching

• Coach leaders on employee relations, performance management, policy interpretation, conflict resolution, and employment practices.
• Resolve employee relations matters fairly, consistently, and promptly.
• Balance business needs with the employee experience when addressing workplace concerns.
• Support an inclusive and respectful workplace aligned with organizational values and culture.
• Guide leaders through organizational change and complex people-related decisions.
• Approach sensitive situations with empathy, consistency, discretion, and sound judgment.
• Help leaders communicate effectively and manage challenging employee situations.

Cross-Functional Partnership and Operational Excellence

• Partner with Talent Acquisition to support hiring and onboarding activities when appropriate.
• Collaborate with Compensation, Talent Management, Enablement, Total Rewards, People Operations, Legal, and other HR partners.
• Coordinate integrated people solutions across HR functions.
• Use AI and emerging technologies to improve HR service delivery.
• Automate repeatable work and increase operational efficiency where appropriate.
• Use technology, workforce data, and analytics to strengthen decision-making.
• Identify opportunities to improve HR processes through analytics, automation, and continuous improvement.
• Maintain current knowledge of employment law, HR best practices, and workforce trends.
• Help ensure people practices remain compliant, consistent, and effective.

Additional Responsibilities

• Perform additional duties and responsibilities related to the position as business needs evolve.
• Adapt to changes in assigned activities, duties, and responsibilities with or without advance notice.

Minimum Qualifications

• 3+ years of progressive Human Resources experience.
• Previous experience working as an HR Generalist or Human Resources Business Partner.
• Experience advising leaders on performance management, employee relations, organizational effectiveness, talent management, and change management.
• Demonstrated ability to produce measurable results through HR partnership and people initiatives.
• Experience analyzing workforce data and employment trends.
• Ability to proactively identify workforce risks, opportunities, and recommendations.
• Ability to use people data to inform and influence business decisions.
• Strong business acumen and the ability to balance strategic priorities with operational execution.
• Strong consulting, coaching, communication, and relationship-building skills.
• Ability to manage multiple priorities in a fast-paced environment.
• Experience using AI tools such as ChatGPT, Microsoft Copilot, or Claude to improve productivity.
• Ability to use AI tools for research, communication, analysis, documentation, automation, workflow optimization, and decision-making.

Preferred Qualifications

• 5+ years of progressive Human Resources experience.
• Previous Human Resources Business Partner experience.
• Bachelor’s degree in Human Resources, Business Administration, or a related field.
• Professional HR certification, such as SHRM-CP, SHRM-SCP, PHR, or SPHR.
• Experience supporting organizational transformation, change management, or workforce planning initiatives.
• Experience working with global teams or within a multinational organization.
• Understanding that employment and people practices may vary by country or region.

Benefits

• Medical, dental, and vision insurance beginning on the first day of employment.
• Affordable healthcare plan options and employer HSA contributions.
• Accident, critical illness, and hospital indemnity insurance.
• Pet insurance.
• Legal assistance and identity theft protection plans.
• Employer-paid life insurance equal to two times the employee’s salary.
• Access to the Calm app.
• Access to an Employee Assistance Program.
• 6% employer 401(k) match.
• Charitable contribution matching of up to $250 per year.
• Tuition assistance.
• 20 days of Paid Time Off.
• Paid Time Off increases to 22 days after three years of service.
• Paid Time Off increases to 25 days after five years of service.
• 9 company-paid holidays.
• 2 paid floating holidays.
• 7 paid sick days.
• 2 paid wellness days.
• 1 paid volunteer day.
• 12 weeks of primary caregiver leave.
• 4 weeks of secondary caregiver leave.
• Remote-first working conditions.
• $65 monthly remote-work stipend for internet expenses.
• Career development opportunities.
• Culture-building and team-building activities.
• Opportunities to collaborate with experienced professionals.
• Opportunities to support leading brands and retailers.
• An inclusive and welcoming work environment.
• Transparent, accessible, and approachable leadership.
• Resources designed to support employees and their families.