HR Business Partner, Technology

The Freedom Pay Commerce Platform is the technology of choice for many of the largest companies across the globe in retail, hospitality, lodging, gaming, sports and entertainment, food service, education, healthcare and financial services. Freedom Pay's technology has been purposely built to deliver rock solid performance in the highly complex environment of global commerce. The company maintains a world-class security environment and was first to earn the coveted validation by the PCI Security Standards Council against Point-to-Point Encryption with EMV standard in North America.

Freedom Pay's robust solutions across payments, security, identity and data analytics are available in-store, online and on-mobile and are supported by rapid API adoption. The award winning Freedom Pay Commerce Platform operates on a single, unified technology stack across multiple continents allowing enterprises to deliver a consistent, repeatable experience on a global scale. Freedom Pay is a fast paced, high growth company with a great culture with competitive benefits and compensation with a business casual atmosphere.

We are seeking a strategic, hands-on HR Business Partner to support a growing technology organization, with a strong preference for candidates who brings experience in payments, fintech, SaaS, or similarly fast-paced environments. This role will play a key part in attracting, developing, engaging, and retaining top talent while partnering closely with leaders on talent acquisition, talent management, employee relations, compensation strategy, and culture-building initiatives.

This is a hybrid position based out of our headquarters in Philadelphia.

• Serve as a trusted HR Business Partner to leaders and employees across a fast-paced technology organization, helping translate business priorities into thoughtful people strategies.
• Lead and support talent acquisition efforts, including role intake, sourcing, candidate pipeline development, interview process management, and offer partnership.
• Partner with business leaders to understand workforce needs, assess talent gaps, and develop hiring and talent plans that support growth, execution, and long-term organizational effectiveness.
• Leverage recruiting systems and tools to improve hiring outcomes, including applicant tracking systems, Linked In Recruiter, sourcing platforms, job boards, and related talent acquisition technology.
• Provide balanced, practical employee relations guidance to managers and employees, including coaching, conflict resolution, performance concerns, policy interpretation, and investigations support as needed.
• Apply a strong understanding of compensation strategy, job leveling, market competitiveness, internal equity, and total rewards principles to support hiring, retention, and talent decisions.
• Develop and maintain Excel-based reporting and analyses to support compensation planning, headcount management, workforce planning, talent acquisition, and organizational effectiveness initiatives, translating insights into actionable recommendations for business leaders.
• Model an AI-native mindset by using AI tools responsibly to improve efficiency, decision support, candidate and employee experience, documentation, process automation, and HR operations.

• Bachelor's degree in Human Resources, Business, Organizational Development, or a related field, or equivalent relevant experience.
• 6+ years of progressive HR experience, including experience as an HR Business Partner, Talent Acquisition Partner, Recruiter, or similar role supporting technology-focused teams.
• Demonstrated ability to partner with leaders on talent acquisition, talent management, employee relations, performance management, organizational effectiveness, and employee engagement.
• Strong recruiting and sourcing capability, including experience building candidate pipelines, managing hiring processes, coaching hiring managers, and improving the candidate experience.
• Hands-on experience using applicant tracking systems and recruiting tools, with the ability to manage accurate workflows, reporting, and process improvements.
• Understanding of compensation strategy fundamentals, including job architecture, market benchmarking, pay equity, offer development, and total rewards alignment.
• Strong employee relations judgment with the ability to provide balanced, confidential, and practical guidance to managers and employees.
• Ability to operate effectively in a fast-paced, scaling technology environment with shifting priorities, a high level of ownership, and sound judgment.
• Strong analytical skills with the ability to build and maintain Excel-based analyses and reporting, identify trends, track organizational and compensation-related changes, and provide business-focused recommendations.
• Excellent written and verbal communication skills, with the ability to build strong relationship to influence, coach, and build trust across all levels of the organization.
• High…