HR Business Partner

Collective is a technology and advisory company helping self-employed people manage incorporation, accounting, bookkeeping, tax services, and community through an integrated platform. The HR Business Partner will advise leaders and managers, support employees throughout the employee lifecycle, and help shape organizational design, workforce planning, talent development, and people programs. The role will also use people data, HR technology, and AI-enabled tools to improve People processes and employee experience.

Responsibilities:

• Serve as a trusted advisor and coach to leaders and managers across your client groups, including senior leaders, on organizational, leadership, and people matters
• Support employees and managers throughout the employee lifecycle, partnering with Recruiting, Finance, Legal and other members of the People team as needed
• Partner with leaders on org design, workforce planning, and talent development to support evolving business and team needs
• Coach managers through performance, employee relations, and team dynamics, ensuring issues are handled thoughtfully, fairly, and consistently and reinforcing a culture of high performance grounded in our values
• Lead People work streams from idea through execution, bringing forward clear recommendations, identifying tradeoffs, and escalating when needed
• Lead and improve core People programs, including performance management, manager effectiveness, performance reviews, engagement, and compensation cycles, keeping them practical, consistent, and easy to navigate
• Use people data, Rippling, and AI-enabled tools to identify insights, reduce manual work, and create leverage across People processes
• Spot trends and recurring challenges across teams and turn those insights into practical improvements to our People practices, manager support, and overall employee experience

Requirements:

• 5+ years of experience as an HR Business Partner supporting technical or fast-moving organizations
• A track record of advising senior leaders across multiple functions
• Strong org design, workforce planning, and change management skills — comfortable building a path forward when no playbook exists
• Experience owning performance and compensation cycles, including calibration and manager enablement
• Working knowledge of employment law fundamentals and good judgment navigating employee relations issues
• Comfort working in an HRIS and turning people data into a clear story for leaders
• Excellent communication skills and the ability to build trust at every level of the company
• A point of view on using AI as more than a drafting tool — experience or genuine interest in applying it to sharpen performance management, coaching, and manager training so teams build lasting capability, not just efficiency
• Based in San Francisco with a balance of in-office and remote flexibility