HR Business Partner, Product

Sonos•Boston, MA

21h•$87,000 - $109,200•Hybrid

About The Position

At Sonos we want to create the ultimate listening experience for our customers and know that it starts by listening to each other. As part of the Sonos team, you’ll collaborate with people of all styles, skill sets, and backgrounds to realize our vision while fostering a community where everyone feels included and empowered to do the best work of their lives. Sonos is the leading sound experience company. We believe sound should fill every part of your life. Our wireless home sound system makes it simple to enjoy listening to music, movies, and podcasts in every room. We're looking for passionate individuals to join our team and help us shape the future of sound. This position is considered hybrid, allowing for a combination of remote work and in-office collaboration. Qualified applicants must live within commuting distance of our downtown Boston office and should expect to be in office a minimum of 3 days per week. We're looking for someone who finds energy in the work itself. Someone who finds real satisfaction in doing the fundamentals well - the manager coaching session, the hard feedback conversation, the follow-through after a difficult situation - and who understands that this is where HR credibility is built and genuine impact is had. Not by having all the answers, but by being present, dependable, and genuinely invested in the people you support. You'll start by supporting frontline managers in our Hardware organization, with scope that could grow into adjacent orgs over time. If you're interested in deepening your experience in the HR Business Partner role and want to put your head down, do the work, and grow fast alongside people who will stretch you — this is the role.

Requirements

Some experience in HR, People Operations, or a related field — enough to have a working foundation
Strong work ethic; comfortable with volume, pace, and ambiguity
Organized and detail-oriented — managing multiple relationships and workstreams simultaneously
Clear communicator, written and verbal
Able to handle confidential information with discretion

Nice To Haves

Experience in a business partner or generalist HR role
Exposure to performance management, employee relations, or manager coaching
Demonstrated ability to build trust and relationships quickly
Comfortable standing up for your point of view in difficult conversations
Thrives under pressure; resilient when things don't go as planned
Genuine curiosity about how businesses work and how people practices connect to business outcomes
Comfortable working with data - able to read and interpret people metrics and use them to inform decisions and conversations

Responsibilities

Learning the Business: Understanding the business isn't a nice-to-have, it's foundational to doing this work well. Invest in learning how the Product org operates: the team structures, the priorities, what success looks like for the managers you support. The best HR partners understand the business context behind every people decision.
Frontline Manager Partnership: Be the primary HR point of contact for a portfolio of frontline managers in Product. Build real relationships, the kind where managers call you before things become problems. Show up consistently and be someone they trust.
Always-On Performance Management: Coach managers on how to identify high and low performance and manage their teams to clear expectations, not just during review cycles, but continuously. Help them build confidence having hard conversations early, documenting well, and following through. This is a core part of the role, every day.
Manager Fundamentals: Regardless of where a manager is in their journey, they continuously need support nailing the fundamentals - giving feedback, running effective 1:1s, handling team dynamics, setting clear expectations. You'll be the go-to resource for managers working to sharpen these skills in real time.
Change Management Support: Support your client group through organizational change - communications, questions, uncertainty - in partnership with other Product People Partners. You're not running change strategy solo; you're executing it well on the ground and being a steady presence for your managers.
Programs & Performance Cycles: Partner with other Product People Partners on performance cycles and other enterprise-wide People programs and initiatives. You'll be a key part of making these land well for your client group.
Operational Excellence: Stay on top of the full range of day-to-day HR work: backfills, policy questions, headcount request, and other partnership with centers of excellence. Prioritize well, follow through, and know when to escalate.
Using Data: Get comfortable with the people data available to you (headcount, attrition signals, performance trends, engagement indicators). Begin to spot patterns, and use what you're seeing to have better conversations with managers and flag risks early.

Benefits

Medical, Dental, and Vision Insurance
A 401(k) plan with company matching and immediate vesting
An Open Time Off policy (OTO) so you have maximum opportunity to disconnect and recharge, with no tenure-based vacation accruals required
80 hours of sick time upon hire, refreshed annually
Up to 12 paid holidays per calendar year
Sonos offers a generous paid leave program for new parents or to care for a family member with a serious health condition, as well as short- and long-term disability for your own medical condition
Company-paid Disability, Life, and AD&D Insurance
Voluntary benefits, including Voluntary Life, AD&D, Accident, and Pet Insurance
Mental health benefits to support your holistic well-being
A generous employee discount program & Sonos Radio HD - on us!