HR Business Partner, Sales & Operations

📋 Description

• • As a pivotal HR Business Partner, you will be instrumental in shaping and executing Kin's people strategy, specifically focusing on our dynamic Sales and Operations teams. This role is designed for a proactive and hands-on HR professional who thrives in a fast-paced, growth-oriented environment and possesses a deep understanding of employee relations, performance management, and talent development.
• • You will serve as the primary HR partner for Sales and Operations leaders, acting as a trusted advisor on all people-related matters. This includes managing complex performance issues, conducting thorough investigations, implementing corrective actions, and providing consistent, sound interpretation of company policies and employment law.
• • Your responsibilities extend beyond reactive issue resolution. You will be the product owner for Sales & Operations people programs, taking a proactive stance in designing, implementing, and continuously refining the systems, policies, and processes that underpin a high-performing workforce.
• • Partner closely with Sales and Service leadership to translate overarching business objectives into actionable workforce strategies. This involves aligning talent initiatives with revenue growth targets, service level agreements, and cost management goals, ensuring that our people strategy directly supports and drives business outcomes.
• • Take full ownership of the performance management lifecycle. This encompasses guiding effective goal setting, facilitating calibration sessions to ensure fairness and consistency, establishing clear accountability frameworks, and defining robust documentation standards to support performance discussions and decisions.
• • Proactively support the delivery of all HR processes, initiatives, policies, and programs. Your goal is to cultivate a productive, engaging, and compelling employment experience for all Kinfolk within your supported departments.
• • Provide expert coaching and guidance to frontline managers and senior leaders. Focus on strengthening their performance management capabilities, enabling early identification and resolution of performance gaps, and fostering consistent manager effectiveness across a large, primarily non-exempt workforce.
• • Leverage HR data analytics to drive strategic decision-making. Analyze engagement surveys, attrition rates, productivity metrics, and other relevant data to identify emerging trends, proactively mitigate risks, and develop data-informed action plans.
• • Lead and manage organizational change initiatives. This includes supporting team restructures, developing and recommending policy updates, and driving process improvements with a keen focus on minimizing disruption to customer service and revenue generation.
• • Act as a subject matter expert on critical employment law and compliance matters. Advise leaders on FLSA regulations, employee classification, compensation practices, leave of absence (LOA) and FMLA administration, and other employee relations issues to ensure adherence to legal requirements and promote consistent application of policies.
• • Collaborate effectively with the Talent Experience and Total Rewards teams. Work together to optimize existing HR processes and co-create new initiatives that support the ongoing maturation and enhancement of Kin's HR programs.
• • Maintain clear and consistent communication regarding project timelines, potential risks, and achieved outcomes. Ensure all relevant stakeholders are informed, aligned, and engaged throughout the process.
• • In your first 6-12 months, you will deliver a comprehensive 90-Day Insights Review, providing initial observations and collaborating with your HRBP manager to establish a prioritized HR roadmap aligned with departmental and company goals.
• • You will be expected to optimize the performance management process, making it more streamlined, operational, and conducive to quicker, fairer, and more consistent performance decisions.
• • A key focus will be championing engagement and retention through the design and deployment of targeted initiatives aimed at enhancing the team experience, reducing attrition, and boosting frontline performance.
• • Develop a deep understanding of the sales and service business operations, including key performance indicators (KPIs), staffing models, workforce planning requirements, and compliance considerations, to ensure HR strategies are deeply integrated with business needs.
• • This role requires a strategic thinker with a practical, solutions-oriented mindset, capable of balancing the achievement of business outcomes with the cultivation of a positive employee experience. You will be a key contributor to Kin's mission of making insurance simpler, more affordable, and better for homeowners, driving impact for both our customers and our Kinfolk.