HR Business Partner

SOCi

6h•$91,500 - $125,000•Remote

About The Position

SOCi, the leader in AI-powered marketing solutions for multi-location businesses, is currently looking for an experienced Human Resources Business Partner (HRBP) to serve as a trusted strategic advisor to business leaders, managers, and employees. Reporting to the Sr. Manager, HR Business Partner, this role partners closely with business leaders, their leadership teams, and the People & Culture organization to align talent strategies with business objectives. The HRBP balances the needs of the business with a strong employee experience, providing proactive guidance on organizational effectiveness, talent management, employee relations, workforce planning, compensation, change management, and leadership development. This role requires strong business acumen, sound judgment, operational excellence, and the ability to influence leaders while holding managers accountable for effective people practices. SOCi expects to pay a base salary in the range of $91,500 - $125,000 USD base plus bonuses. Within the range, individual pay is determined by factors such as job-related skills, experience, and relevant education or training.

Requirements

8+ years of progressive Human Resources experience, including 3+ years in an HR Business Partner role supporting leaders and managers.
Strong experience in employee relations, talent management, organizational development, performance management, and leadership coaching.
Demonstrated ability to build trusted partnerships with leaders at all levels and influence decision-making.
Experience supporting high-growth, fast-paced organizations through change and scale.
Proven ability to balance employee advocacy with business priorities.
Strong project management, organizational, and process improvement skills.
Excellent interpersonal, communication, consulting, and conflict-resolution skills.
Ability to analyze data, identify trends, and develop actionable recommendations.
Bachelor's degree in Human Resources, Business Administration, or a related field.
Willing to adapt to changes in the job description as deemed necessary by the business and accept all other duties as assigned

Nice To Haves

Experience supporting compensation planning, organizational design, workforce planning, and change management initiatives.
Experience partnering with executive leaders and senior leadership teams.
Demonstrated success implementing scalable people programs and processes in high-growth environments.
Experience supporting teams in British Columbia and Ontario
SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred

Responsibilities

Serve as a trusted advisor to leaders, managers, and employees, ensuring people strategies support business goals and organizational success.
Partner closely with business leaders, their management teams, and People & Culture leadership to understand business priorities and develop talent strategies that drive results.
Provide visibility into organizational health, talent risks, workforce trends, and people-related opportunities through data-driven insights and recommendations.
Influence and guide leaders through organizational growth, change initiatives, workforce planning, and team effectiveness strategies.
Demonstrate strong business acumen by understanding operational priorities, financial drivers, and organizational objectives to deliver practical HR solutions.
Partner with managers to establish team structures, define roles, set performance expectations, and develop talent strategies that support business needs.
Support leaders in attracting, hiring, onboarding, developing, and retaining top talent.
Facilitate talent reviews, succession planning, leadership development, and career growth discussions.
Guide managers through performance management processes, goal setting, feedback conversations, and employee development planning.
Identify organizational trends and recommend solutions to improve engagement, productivity, retention, and team performance.
Coach leaders and managers on effective people leadership practices, including performance management, employee development, team engagement, and conflict resolution.
Hold managers accountable for consistent application of company policies, performance expectations, and people management responsibilities.
Provide training and coaching on leadership effectiveness, interviewing and selection practices, performance improvement planning, and employee development.
Build manager capability by equipping leaders with tools, resources, and best practices to successfully lead and develop their teams.
Serve as a trusted resource for employees and managers, addressing employee relations matters with professionalism, fairness, consistency, and sound judgment.
Conduct and support employee investigations, conflict resolution, performance concerns, and other sensitive workplace matters.
Partner with leaders to identify and mitigate people-related risks while maintaining a positive employee experience.
Advocate for employees while balancing business needs and organizational objectives.
Promote an inclusive, high-performing culture aligned with company values.
Partner with leaders on organizational design, restructuring efforts, workforce planning, and change management initiatives.
Provide guidance on compensation programs, job leveling, promotions, and other talent-related decisions.
Support annual talent processes, including performance reviews, compensation planning, engagement initiatives, and succession planning.
Lead and support organizational changes while ensuring effective communication, stakeholder alignment, and employee support.
Drive consistency, compliance, and process excellence across HR programs and initiatives.
Maintain a strong understanding of employment laws, HR trends, and best practices.
Utilize data, metrics, and insights to inform recommendations and measure effectiveness of people strategies.
Lead cross-functional HR projects and initiatives from planning through execution.