Senior Manager, Business Partner

Who we are:

Shape a brighter financial future with us.

Together with our members, we’re changing the way people think about and interact with personal finance. We’re a next-generation financial services company and national bank using innovative, mobile-first technology to help our millions of members reach their goals. The industry is going through an unprecedented transformation, and we’re at the forefront. We’re proud to come to work every day knowing that what we do has a direct impact on people’s lives, with our core values guiding us every step of the way.

Join us to invest in yourself, your career, and the financial world.

At SoFi, our People Business Partners are strategic and trusted advisors to senior leaders, responsible for aligning people strategies with business objectives. In this role, you’ll lead and implement the people strategy for our Borrow, Credit, Regulatory Relations & Business Controls organizations, working directly with SoFi’s Group Business Unit Leader of our Borrow Businesses, and SVP of Regulatory Relations & Business Controls and their leadership teams.

You'll also manage a team of People Business Partners who support their organizations. Your work will empower the business to make smart, data-driven decisions while fostering a high performing culture. This role balances strategic influence with hands‑on execution, operating as a thought partner to executives and a coach to leaders.

• Lead, Enable, and Develop High‑Performing HR Talent:
  Manage a team of People Business Partners, supporting their professional growth, capability development, and effectiveness as strategic advisors.
• Be a Strategic Partner:
  Serve as a trusted advisor to your business leaders, shaping and executing people strategies that align with business goals to enable high performing and engaged teams.
• Design and Deliver Impactful People Solutions:
  Diagnose root cause organizational and talent challenges, develop scalable and innovative solutions, and lead execution to drive sustainable business outcomes.
• Coach and Advise:
  Provide executive-level coaching to leaders on leadership effectiveness, performance, team dynamics, and change management.
• Lead Change and Transformation Initiatives:
  Address highly ambiguous organizational challenges and drive large-scale initiatives to shape the future of the organization, ensuring clear communication and leader readiness.
• Leverage Data for Results:
  Use people analytics and business data to inform decision‑making, anticipate future organizational needs, identify trends and risks, and proactively improve organizational health and performance.
• Ensure Compliance and Support:
  Balance employee and business needs by providing expert guidance on employment practices, maintaining up-to-date knowledge of legal requirements and ensuring a fair, compliant, and supportive workplace.
• Execute with excellence:
  Simplify programs, weave the people strategy throughout multiple touchpoints to drive intended business outcomes through people programs with tailored business knowledge.
• Collaborate across the People Team:
  Work closely with People Team Centers of Excellence and HR Business Partners to design and deliver integrated people programs that drive measurable impact for the business.

• People Management
  
  Experience:
  
  Demonstrated experience directly managing and developing People Business Partner teams that deliver with excellence.
• Strategic and Hands‑On Expertise:
  Proven ability to balance big‑picture thinking with hands-on execution, including progressive HR experience in dynamic environments.
• Influential Advisor:
  Trusted sounding board for executives, shaping leadership decisions through strong influence and executive presence, while also developing senior leaders.
• Data‑Driven Decision‑Making:
  Strong capability to leverage people analytics and business data to identify trends, assess risk, inform decisions, and drive meaningful organizational change.
• HR Knowledge and Expertise:
  Strong understanding of key HR domains such as compensation, performance management, employee engagement, employee relations, talent management, and inclusive culture.
• Influence…