HR Business Partner, Sales & Operations

Kin Insurance•St. Petersburg, FL

6d•Remote

About The Position

Kin is looking for a HR Business Partner to help us strengthen performance, engagement, and retention across our Sales and Operations teams. As Kin continues to grow, our frontline, primarily non-exempt workforce plays a critical role in delivering exceptional service and driving revenue outcomes. This role exists to ensure our people strategy scales alongside that growth. This is a highly hands-on, employee relations–focused role.. You will serve as the primary ER partner for Sales and Operations leaders, managing complex performance concerns, investigations, corrective actions, and policy interpretation with consistency, sound judgment, and a strong understanding of risk. At the same time, this role is not just about managing issues as they arise. As the product owner for Sales & Operations people programs, you will move beyond reactive HR support to proactively design, own, and continuously improve the systems, policies, and processes that power a high-performing workforce. You’ll partner closely with Sales and Service leaders to translate business priorities into actionable workforce strategies that drive performance and operational excellence.

Requirements

3–6 years of HR Business Partner experience, including direct support of non-exempt/hourly call center / contact center environments (required).
Strong communication and relationship-building skills across all levels of the organization.
Hands-on experience advising on FLSA, pay practices, classification, LOA, and FMLA.
Experience managing complex employee relations issues with sound judgment and discretion.
Demonstrated ability to coach leaders at multiple levels and influence decision-making.
Experience pulling and analyzing HR data (engagement, attrition, productivity) and translating insights into action.
Ability to operate effectively in a fast-paced, high-growth environment with shifting priorities.
Practical, solutions-oriented mindset that balances business outcomes with employee experience.

Responsibilities

Partner with Sales & Service leadership to design and execute workforce and talent strategies aligned to revenue growth, service level targets, and cost goals.
Own performance management processes end-to-end, including goal setting, calibration, accountability, and documentation standards.
Proactively supports the delivery of all HR processes, initiatives, policies and programs in order to foster a productive and compelling employment experience.
Coach frontline managers and senior leaders to strengthen performance management, address gaps early, and build consistent manager capability across a high-volume, non-exempt workforce.
Analyze engagement, attrition, and productivity data to identify trends, mitigate risk, and implement proactive action plans.
Lead organizational change initiatives (team restructures, policy updates or recommendations, process improvements) with minimal disruption to customer and revenue outcomes.
Advise leaders on FLSA, classification, pay practices, LOA/FMLA, and employee relations matters to ensure compliance and consistency.
Partner with Talent Experience and Total Rewards to optimize processes & build initiatives to support the maturing of our programs.
Communicate clearly on project timelines, risks, and outcomes, ensuring stakeholders are aligned and informed.

Benefits

Competitive salary and company equity through Restricted Stock Units (RSUs), granted as part of our standard compensation package and based on role and level
401(k) with company match up to 4% of eligible earnings
Multiple medical plan options, plus dental and vision coverage
Company-funded HSA contributions (based on medical plan selection)
Company-paid life insurance and short-term disability
A variety of supplemental benefit options, including long-term disability, critical illness, accident, legal, and pet insurance
Access to mental health support and confidential counseling resources
Flexible PTO for exempt employees (most employees take 15–20 days per year), plus 8 company-observed holidays
Paid parental leave, including up to 14 weeks at 100% pay for birthing parents and 8 weeks at 100% pay for non-birthing parents
Career mobility and internal growth opportunities across the organization
Professional development budgets for certifications, conferences, and learning available, subject to management approval