HR Business Partner

Job Description

Job Description

HR Business Partner

Role Type: Full-Time / Exempt

Location: New York, NY (Hybrid: 4 Days In-Office / 1 Day Remote)

Compensation: Up to $140k+ Discretionary Bonus

Reports To: Co-Founder / CEO

About Us:

We are a fast-growing, highly profitable consumer electronics brand dedicated to delivering joyful, personal, and seamless product experiences to millions of customers globally. As we continue our international growth, we know that exceptional products start with an exceptional team.

We are hiring an HR Business Partner to establish and scale our HR and talent infrastructure from the ground up. In this role, you will lead the full employee lifecycle from recruiting and onboarding to culture, compensation, performance management, and career development.

The Opportunity:

We are transitioning from a high-growth scale-up into a globally recognized brand. Having scaled efficiently to a core organization of approximately 60 team members (spanning full-time staff, specialized consultants, and global offshore contributors), we are building out robust people infrastructure to support our next phase of growth. As HRBP, you will partner closely with executive leadership and functional heads (Marketing, Product, Brand) to cultivate a high-performance culture, establish transparent career pathways, and deliver a best-in-class employee experience.

Who You Are:

• DTC / E-Commerce Experience: You bring 4–8 years of HR/People leadership experience, ideally within a fast-paced DTC consumer brand, hardware, or tech background.
• 0-to-1 Infrastructure Builder: You have built or significantly scaled people operations for an organization in the 30–100 employee size range.
• Execution-Oriented: You thrive on hands-on execution and operational excellence rather than high-level strategy alone.
• In-Office Advocate: You believe in-person collaboration is vital for building strong organizational culture and are comfortable working on-site in NYC 4 days per week.
• Data & Metrics Driven: You leverage data, KPIs, and reporting (e.g., time-to-fill, offer acceptance rate, cost-per-hire) to measure talent acquisition and operational performance.
• Process Builder: You bring structure and clarity without compromising operational agility or entrepreneurial momentum.

Key Responsibilities:

1. Full-Lifecycle Talent Acquisition

• Lead end-to-end recruitment across all departments: draft role descriptions, manage candidate pipelines, conduct interviews, and drive offer negotiations.
• Manage relationships with external recruiting partners to maintain high standards for candidate quality and cost efficiency.
• Optimize talent acquisition metrics and build operational hiring dashboards.

2. Onboarding & Employee Experience

• Design and execute a structured onboarding program that accelerates time-to-productivity and integrates new hires into our organizational culture.
• Serve as an accessible, trusted resource for employees and managers across all everyday people operations.

3. Career Development & Performance Management

• Establish individual performance tracking systems so every employee has clear, measurable goals.
• Build internal career frameworks, performance review schedules, and compensation benchmarking to foster long-term retention.

4. Organizational Culture & Operations

• Drive engaging in-office culture initiatives that reinforce core brand values daily across local and remote teams.
• Oversee headcount planning, HR compliance, compensation alignment, and administrative people operations.
• Maintain complete confidentiality and neutrality on sensitive topics (e.g., compensation equity, role changes, equity/409A, and workplace relations).

Key Deliverables for Success:

• Predictable Hiring: Recruitment becomes a structured, data-informed process delivering high-quality hires within target timeframes.
• Seamless Onboarding: Onboarding is standardized, consistent, and consistently rated highly by new hires.
• Clarity on Progression: Clear career paths and performance metrics improve retention and internal mobility.
• Data-Backed Operations: People metrics (engagement, hiring timelines, offer acceptance) are regularly reported to executive leadership.

Ideal Candidate Profile:

• Approachability & Presence: Warm, high-energy, and articulate; acts as an inviting point of contact for candidates and a trusted advisor for internal teams.
• Operational Discipline: Extremely organized and detail-focused; comes to meetings prepared with structured agendas and clear actionable outcomes.
• Drive & Agility: Comfortable moving quickly, adapting to changing business needs, and taking personal ownership of deliverables.
• Technical Savvy: Highly proficient with data/Excel, forward-thinking with AI productivity tools, and quick to adopt modern HR systems.