HR Business Partner

First Due is dedicated to enhancing the safety and effectiveness of fire and EMS agencies through innovative software solutions. The HR Business Partner (HRBP) role involves acting as a strategic partner to managers, fostering organizational effectiveness, and implementing a performance model that aligns with the company’s values. The HRBP will utilize AI-enabled tools to enhance HR practices and support the development of a high-performing culture.

Responsibilities:

• Partner with people managers to assess team structure, clarify roles, and support org design decisions that are built for the next 12–24 months — aligning team architecture to where the business is going, not just where it is today
• Coach managers on team dynamics, change readiness, communication effectiveness, and leadership behaviors — with particular focus on our growing population of first-time managers who are developing their skills in real time
• Serve as a culture steward — helping managers embed First Due's values and principles into how their teams operate, not just what gets said in all-hands meetings
• Support the organization through significant change — systems implementations, structural shifts, and the ongoing evolution from founder-led to professionally managed — with grounded, forward-looking guidance
• Apply AI-enabled tools and organizational effectiveness frameworks to identify patterns, accelerate insights, and help leaders make faster, better-informed decisions about their teams
• Drive adoption of continuous feedback practices, goal alignment, and accountability conversations — ensuring that performance management is a living process, not an annual event
• Identify emerging talent across the organization and partner with managers to build development plans, create stretch opportunities, and open internal mobility pathways before people go looking externally
• Navigate employee relations matters with the judgment, empathy, and rigor the situation requires — balancing risk mitigation with genuine care for the employee experience and surfacing patterns that point to systemic opportunities worth addressing
• Partner with the full HR team on the rollout of the leadership development curriculum — supporting manager cohorts, reinforcing learning between sessions, and providing real-time coaching that connects program content to daily leadership situations
• Partner with HR Operations to interpret engagement data, attrition signals, performance trends, and workforce analytics — turning insights into clear, actionable recommendations for the leaders you support
• Collaborate with the VP, HR on compensation decisions for your client groups — ensuring that pay actions are consistent, equitable, and aligned with our evolving compensation philosophy
• Bring a pattern recognition mindset to your work — connecting signals across employee feedback, performance data, and team health indicators to distinguish what is systemic from what is situational
• Actively explore and adopt AI-enabled HR tools that improve how you work — whether for synthesizing people data, drafting communications, building manager resources, or preparing for complex conversations
• Bring curiosity and experimentation to your practice — sharing what works with the broader HR team and helping First Due build an HR function that is as forward-looking as the rest of the company

Requirements:

• 6–8+ years of progressive HRBP or HR Generalist experience, with at least a portion in a high-growth SaaS, technology, or remote-first environment
• Demonstrated experience partnering with people managers — coaching, influencing, and building trust with leaders at multiple levels, including first-time managers
• Strong employee relations capability — the judgment to navigate ambiguous situations, the empathy to hold space for sensitive conversations, and the discipline to document and manage risk appropriately
• Genuine technology curiosity and savvy — someone who leans aggressively into learning new tools, systems, and platforms, and who applies that curiosity to their craft without hesitation. At First Due, learning is not optional; it is how we operate
• Comfort with people data — interpreting it, asking good questions of it, and turning insights into recommendations that leaders can act on
• Experience supporting organizations through change — structure shifts, cultural transformation, systems implementations, or rapid growth — with the steadiness and optimism that those moments require
• A genuine belief that HR is a value driver and organizational effectiveness partner — with the presence and credibility to operate that way
• Excellent written and verbal communication — the ability to write clearly, coach in the moment, and navigate sensitive conversations with candor and care
• Experience in a PE-backed, high-growth environment where accountability, data-driven decision-making, and pace are the operating norms
• Familiarity with building or scaling people programs from early stages — performance management, manager development, career ladders, or onboarding
• Experience supporting a multi-country workforce including Canada and/or contractor populations
• Working knowledge of AI-enabled tools in an HR context — whether for communications, analytics, coaching preparation, or process efficiency
• Experience with modern HRIS, performance management, or people analytics platforms