HR Business Partner, Sales & Operations
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Job Description
HR Business Partner dedicated to improving performance and engagement of Sales and Operations teams at insurance startup. Driving workforce strategies as part of a remote-first company.
Responsibilities:
- Partner with Sales & Service leadership to design and execute workforce and talent strategies aligned to revenue growth, service level targets, and cost goals.
- Own performance management processes end-to-end, including goal setting, calibration, accountability, and documentation standards.
- Proactively supports the delivery of all HR processes, initiatives, policies and programs in order to foster a productive and compelling employment experience.
- Coach frontline managers and senior leaders to strengthen performance management, address gaps early, and build consistent manager capability across a high-volume, non-exempt workforce.
- Analyze engagement, attrition, and productivity data to identify trends, mitigate risk, and implement proactive action plans.
- Lead organizational change initiatives (team restructures, policy updates or recommendations, process improvements) with minimal disruption to customer and revenue outcomes.
- Advise leaders on FLSA, classification, pay practices, LOA/FMLA, and employee relations matters to ensure compliance and consistency.
- Partner with Talent Experience and Total Rewards to optimize processes & build initiatives to support the maturing of our programs.
- Communicate clearly on project timelines, risks, and outcomes, ensuring stakeholders are aligned and informed.
Requirements:
- 3–6 years of HR Business Partner experience, including direct support of non-exempt/hourly call center / contact center environments (required)
- Strong communication and relationship-building skills across all levels of the organization
- Hands-on experience advising on FLSA, pay practices, classification, LOA, and FMLA
- Experience managing complex employee relations issues with sound judgment and discretion
- Demonstrated ability to coach leaders at multiple levels and influence decision-making
- Experience pulling and analyzing HR data (engagement, attrition, productivity) and translating insights into action
- Ability to operate effectively in a fast-paced, high-growth environment with shifting priorities
- Practical, solutions-oriented mindset that balances business outcomes with employee experience.
Benefits:
- Competitive salary and company equity through Restricted Stock Units (RSUs), granted as part of our standard compensation package and based on role and level
- 401(k) with company match up to 4% of eligible earnings
- Multiple medical plan options, plus dental and vision coverage
- Company-funded HSA contributions (based on medical plan selection)
- Company-paid life insurance and short-term disability
- A variety of supplemental benefit options, including long-term disability, critical illness, accident, legal, and pet insurance
- Access to mental health support and confidential counseling resources
- Flexible PTO for exempt employees (most employees take 15–20 days per year), plus 8 company-observed holidays
- Paid parental leave, including up to 14 weeks at 100% pay for birthing parents and 8 weeks at 100% pay for non-birthing parents
- Career mobility and internal growth opportunities across the organization
- Professional development budgets for certifications, conferences, and learning available, subject to management approval
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