Human Resources Business Partner; HRBP; Product & Technology

Job Category
:
People

Requisition Number
: HUMAN
001655

• Posted :
  September 24, 2026
• Full-Time
• Remote

Showing 1 location

Remote United States

• Pay or shift range: $140,000 USD to $160,000 USD
  The estimated range is the budgeted amount for this position. Final offers are based on various factors, including skill set, experience, location, qualifications and other job-related reasons.

Position Title:

Human Resources Business Partner (HRBP) - Product and Technology

Department:
Human Resources

Reports To:

VP, Human Resources

FLSA Status:
Exempt

Location:

Remote US, open to employees in all locations, except California

Overview:

One Inc is seeking an Human Resources Business Partner (HRBP) to support Product and Technology. The HRBP will act as a strategic advisor to business executives and leaders, aligning HR practices with overall business goals This is a fast paced organization its rapid growth trajectory from a profitable, $200M revenue, PE-backed unicorn to $500M+.

The HRBP provides expert guidance on talent strategy, talent management, performance management, organizational development, employee relations, and compliance. The HRBP bridges the gap between HR and the business to drive positive employee engagement and support organizational success. They serve as a coach, consultant, and change agent for managers and employees within their assigned business unit.

Key Accountabilities:

• Strategic Partnership:
  Collaborate with business leaders to understand their strategic objectives and develop aligned HR strategies to achieve them.
• Talent Management:
  Support recruitment, onboarding, performance management, succession planning, and employee development initiatives.
• Leadership
  
  Coaching:
  
  Coach managers on effective leadership practices, performance feedback, and employee development.
• Compliance:
  Ensure adherence to employment laws and regulations, advising on policy interpretation and implementation.
• Change Management:
  Facilitate organizational changes through effective communication and support employees through transitions.
• Performance Analysis:
  Analyze HR metrics to identify trends, areas for improvement, and inform decision‑making.
• Training and Development:
  In partnership with the Director, L&D, identify training needs and deliver or coordinate training programs to enhance employee skills.
• Employee Relations:
  Address employee concerns, investigate issues, and resolve conflicts to maintain a positive work environment.
• Diversity and Inclusion:
  Promote a diverse and inclusive workplace through initiatives and awareness programs.

Duties/Responsibilities:

• Conducts weekly meetings with respective business units.
• Provide HR guidance to leaders and front line managers.
• Analyzes trends and metrics in partnership with the HR group to develop solutions, programs, and policies.
• Manages and resolves complex employee relations issues.
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance.
• Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
• Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Provides HR policy guidance and interpretation.
• Develops contract terms for new hires, promotions, and transfers.
• Assists international employees with expatriate assignments and related HR matters.
• Provides guidance and input on business unit restructures, workforce planning, and succession planning.
• Identifies training needs for business units and individual executive coaching needs.
• Participates in evaluation and monitoring of training programs to ensure success.
• Performs other related duties as assigned.

Skills and

Qualifications:

• Proven experience supporting Technology and Product executives and organizations.
• Strong understanding of HR principles, practices, and employment laws.
• Excellent communication and interpersonal skills to build relationships with stakeholders.
• Analytical skills to interpret data and identify trends.
• Project management skills to execute HR initiatives effectively.
• Coaching and mentoring capabilities to develop leaders.
• Business acumen to understand the organization's strategic goals.
• Ability to navigate complex employee relations issues.
• Excellent interpersonal and customer service skills
• Excellent organizational skills and…