HR Business Partner, Manager

Bombas•New York, NY

23d•$95,000 - $108,000•Onsite

About The Position

We're looking for an HR Business Partner, Manager who will be a hands-on HR partner across multiple functions, reporting to the Director of People. This person will sit close to business leaders, understand what their function is trying to achieve, and translate that into people strategy: how teams are structured, performance is managed, talent is developed, and issues are resolved. You'll be the front line for most day-to-day HR partnerships at Bombas — coaching a manager through a hard conversation or digging into headcount data to make a recommendation — across functions that run on different rhythms.

Requirements

4-6+ years of HR Business Partner experience, ideally supporting multiple distinct client groups in a fast-paced, growth-stage environment
A track record of building trust with senior business leaders and influencing decisions without formal authority over them
Strong judgment on employee relations matters — knowing when to escalate, when to coach, and when to act
Comfort moving between functions with different cultures and operating rhythms (creative and brand, product, supply chain, and wholesale don't run the same way) while applying a consistent people philosophy
Working knowledge of employment law fundamentals (NY/multi-state a plus)

Nice To Haves

Enthusiasm for continuous improvement in both documentation and process
Complex problem solver who knows when to do systematic and complex thinking versus when to identify shortcuts and find an easy solution
Comfort working across both technical and business teams
Strong interpersonal skills & comfort with cross-functional persuasion and consensus-building
Willing and able to hold other teams accountable for deliverables
Ability to run multiple projects simultaneously
Strong written and verbal communication skills
Belief in our mission and understand the importance of giving back
Comfortable staying focused while working in an open office environment

Responsibilities

Act as a trusted advisor to leaders across your client groups on org design, team structure, and workforce planning
Drive succession planning for key roles within your client groups
Help leaders think through the people implications of business decisions (growth, restructuring, new initiatives) before those decisions are finalized
Own performance review execution for your client groups — calibration sessions, manager prep, and helping manage the process in Rippling
Guide managers through performance management, from goal-setting to addressing underperformance
Support compensation planning cycles (merit, promotions, leveling) in partnership with People Operations
Independently manage employee relations issues with sound judgment and appropriate documentation
Run regular check-ins with teams to stay close to morale and emerging issues rather than finding out after something's already broken
Coach managers on how to have direct, fair, and timely conversations with their teams
Partner with leaders on org structure changes, including restructures, role changes, and headcount planning
Identify when a structural problem is masquerading as a people problem (and vice versa)
Analyze engagement survey results for your client groups and translate findings into action with leaders
Use attrition, performance, and other people data to identify patterns and recommend action