Principal HR Business Partner

Principal HR Business Partner at hims-and-hers. About the role The Principal HR Business Partner at hims & hers serves as a strategic architect responsible for shaping the future of the organization through deliberate people initiatives. This individual owns the end-to-end people strategy for the business, translating complex market dynamics and leadership ambitions into actionable organizational design and talent programs. They are accountable for ensuring that the structure, capabilities, and culture of the company are engineered to support ambitious growth objectives and long-term scalability. This role requires a proactive partner who anticipates future needs and builds the foundational systems for leadership success before challenges arise. The position is defined by a deep commitment to elevating the quality of decision-making across the executive team through thoughtful intervention and data-driven insights. Success is measured by the strength and resilience of the organization, not merely by transactional HR outputs. The Principal HR Business Partner will be instrumental in normalizing the conversation around building world-class leadership and operational excellence within a high-growth tech environment. Key facts Location: US Remote Engagement: full_time What you\'ll do Partner with senior leadership to define and execute on organization design initiatives that align structure with strategic business goals. Lead comprehensive workforce planning efforts to ensure talent supply matches evolving business demands across all critical functions. Architect and oversee succession planning processes to build a robust pipeline of prepared leaders for critical roles. Champion the design of operating models that clarify ownership, streamline decision-making, and remove scalability barriers for growing teams. Guide senior leaders through complex organizational change management, ensuring minimal disruption and maximum employee engagement during transitions. Analyze complex business problems and synthesize cross-functional data to identify root causes and recommend strategic HR interventions. Identify and assess emerging organizational risks related to culture, capability gaps, and leadership readiness across the enterprise. Develop and implement talent strategies that attract, retain, and develop high-performing individuals aligned with the company\'s long-term vision. Collaborate with cross-functional HR leaders to ensure coherence and alignment across Compensation, Legal, HR Operations, and Recruiting strategies. Own the interpretation and optimization of core people programs to provide authoritative guidance and drive consistent application across the business. Establish rigorous standards for HR partnership excellence, mentoring other HR Business Partners and elevating the overall capability of the function. Translate ambiguous business needs into clear people strategies, providing leaders with frameworks to evaluate trade-offs and make confident decisions. Proactively conduct diagnostics of the health of the organization, surfacing potential issues or opportunities before they impact execution. Serve as a subject matter expert on employment law and compliance, ensuring all people strategies and practices mitigate legal risk and protect the company. Requirements Must possess a Bachelor’s degree or equivalent practical experience in Human Resources, Organizational Development, or a related field. Bring a minimum of 12 years of progressive human resources experience, demonstrating a history of increasing responsibility and impact. Have significant, proven experience partnering with C-suite and senior business leaders within complex, fast-paced, and high-growth organizations. Demonstrate a strong track record of leading large-scale organization design, workforce planning, and executive succession initiatives. Showcase exceptional business acumen with the ability to analyze financial and operational data and translate it into practical people strategies. Proven history of influencing executive-level decision-making through credible challenge, strategic insight, and clear communication of thought leadership. Extensive experience guiding organizations through significant transformation, restructuring, and change management initiatives is essential. Must have the ability to synthesize information from across the business to identify systemic patterns, risks, and opportunities for improvement. Exhibit a high level of executive presence and confidence when advising senior leaders, challenging the status quo, and driving critical conversations. A builder’s mindset is required, with a demonstrated ability to create practical, scalable, and sustainable solutions for organizational growth. Must be comfortable operating independently with a high degree of autonomy in a remote-first environment. Demonstrate mastery of HR laws, regulations, and best practices to ensure all activities are compliant and protect the company’s interests. Possess strong written and verbal communication skills to articulate complex concepts to diverse audiences at all levels of the organization. Nice to have Experience in the digital health, wellness, or consumer technology sectors. Prior work in a public company or a company that has recently undergone an IPO. Knowledge of advanced HR analytics and the ability to leverage data to drive people decisions. Experience with HRIS and HR technology platforms to manage employee data and streamline processes. Practical notes This is a US Remote role. This is a full-time position. This role reports to the Chief Human Resources Officer. #J-18808-Ljbffr CV in