HR Business Partner

Traversal•New York, NY

8d•Onsite

About The Position

As our HR Business Partner, you'll shape how our team is supported, developed, and set up to do its best work as we grow. This role is ideal for someone who can advise leaders on big people decisions in the morning and fix a broken onboarding workflow in the afternoon, and who cares about getting both right. You'll partner with our founders and leaders on org health, performance, and people strategy. You'll also own the full employee lifecycle, from onboarding through offboarding, handle employee relations, and lead core programs like performance reviews and compensation cycles. You'll work closely with leadership, Finance, Legal, and Recruiting, and you'll have a lot of room to build and automate the systems that support our people as we scale.

Requirements

5–8 years in HR at a high-growth company, with a mix of HRBP/generalist and people operations work.
Hands-on depth in employee relations, performance management, onboarding and offboarding, and compensation cycles. You've handled sensitive situations on your own.
Working knowledge of federal, state, and local employment law, including I-9 and eligibility verification. You know when to flag something to Legal.
You can advise a founder on org design in the morning and fix a broken onboarding workflow in the afternoon. No task is beneath you.
Comfortable with HRIS and ticketing tools. You reach for AI and automation by instinct to create leverage.
You write clear, professional documentation with minimal review, build trust quickly, and push back thoughtfully when it matters.
You're at your best in ambiguous, fast-moving environments, and your processes are written down, current, and usable by someone else.

Responsibilities

Be a trusted advisor to leaders on org health, performance, team dynamics, and manager effectiveness.
Turn business priorities into clear people recommendations and action plans.
Own ER and performance cases end-to-end. That includes investigating issues, coaching managers through documentation, and guiding decisions in line with company policy and employment law.
Lead and improve the programs that keep the company running: performance reviews, talent reviews, engagement, compensation cycles, and manager enablement.
Own the new hire experience from pre-boarding through the 90-day mark. That covers paperwork and I-9s, account setup, day-one orientation, check-ins, and a buddy program. Remote and in-office hires should get an equally strong start.
Run internal transfers, promotions, terminations, and offboarding. Hold exit interviews and bring the themes back to leadership to improve retention and reduce risk.
Be the first stop for employee and manager questions. Resolve what you can, route what you can't, and make sure nothing sits unanswered.
Write and update HR policies, handbooks, and processes. Keep the company compliant with federal, state, and local employment law as we grow.
Use HRIS data to spot patterns, recurring pain points, and talent risks, then recommend practical fixes to leaders.
Don't just run the process, build it. Write SOPs other people can actually use, and use AI and automation to take repetitive work (status chasing, packet assembly, case intake) off the team's plate.
Work closely with Legal, Finance/Payroll, IT, Recruiting, and Workplace so handoffs are seamless.