HR Business Partner

First Due

27d•Remote

About The Position

The HRBP at First Due is a strategic partner, an organizational effectiveness catalyst, and a daily presence in the work of building a high-performing, mission-aligned company. You bring our people strategy to life — translating values into behaviors, translating business goals into talent priorities, and translating feedback into action that makes a real difference in how people experience their work here. At First Due, we are building an HR infrastructure that matches the ambition of the company. We have launched our values and principles, we are building a leadership development program, and we are investing in the manager population in a way that many fast-growing companies skip. The HRBP is the person who makes all of that real — close to managers and employees, embedded in the business, and using AI-enabled tools and insights to work smarter, move faster, and elevate the human side of HR. Your impact will be felt in how teams are structured, how leaders grow, how performance is recognized, and how the organization evolves as we scale.

Requirements

6–8+ years of progressive HRBP or HR Generalist experience, with at least a portion in a high-growth SaaS, technology, or remote-first environment
Demonstrated experience partnering with people managers — coaching, influencing, and building trust with leaders at multiple levels, including first-time managers
Strong employee relations capability — the judgment to navigate ambiguous situations, the empathy to hold space for sensitive conversations, and the discipline to document and manage risk appropriately
Genuine technology curiosity and savvy — someone who leans aggressively into learning new tools, systems, and platforms, and who applies that curiosity to their craft without hesitation. At First Due, learning is not optional; it is how we operate
Comfort with people data — interpreting it, asking good questions of it, and turning insights into recommendations that leaders can act on
Experience supporting organizations through change — structure shifts, cultural transformation, systems implementations, or rapid growth — with the steadiness and optimism that those moments require
A genuine belief that HR is a value driver and organizational effectiveness partner — with the presence and credibility to operate that way
Excellent written and verbal communication — the ability to write clearly, coach in the moment, and navigate sensitive conversations with candor and care

Nice To Haves

Experience in a PE-backed, high-growth environment where accountability, data-driven decision-making, and pace are the operating norms
Familiarity with building or scaling people programs from early stages — performance management, manager development, career ladders, or onboarding
Experience supporting a multi-country workforce including Canada and/or contractor populations
Working knowledge of AI-enabled tools in an HR context — whether for communications, analytics, coaching preparation, or process efficiency
Experience with modern HRIS, performance management, or people analytics platforms

Responsibilities

Partner with people managers to assess team structure, clarify roles, and support org design decisions that are built for the next 12–24 months — aligning team architecture to where the business is going, not just where it is today
Coach managers on team dynamics, change readiness, communication effectiveness, and leadership behaviors — with particular focus on our growing population of first-time managers who are developing their skills in real time
Serve as a culture steward — helping managers embed First Due's values and principles into how their teams operate, not just what gets said in all-hands meetings
Support the organization through significant change — systems implementations, structural shifts, and the ongoing evolution from founder-led to professionally managed — with grounded, forward-looking guidance
Apply AI-enabled tools and organizational effectiveness frameworks to identify patterns, accelerate insights, and help leaders make faster, better-informed decisions about their teams
Drive adoption of continuous feedback practices, goal alignment, and accountability conversations — ensuring that performance management is a living process, not an annual event
Identify emerging talent across the organization and partner with managers to build development plans, create stretch opportunities, and open internal mobility pathways before people go looking externally
Navigate employee relations matters with the judgment, empathy, and rigor the situation requires — balancing risk mitigation with genuine care for the employee experience and surfacing patterns that point to systemic opportunities worth addressing
Partner with the full HR team on the rollout of the leadership development curriculum — supporting manager cohorts, reinforcing learning between sessions, and providing real-time coaching that connects program content to daily leadership situations
Partner with HR Operations to interpret engagement data, attrition signals, performance trends, and workforce analytics — turning insights into clear, actionable recommendations for the leaders you support
Collaborate with the VP, HR on compensation decisions for your client groups — ensuring that pay actions are consistent, equitable, and aligned with our evolving compensation philosophy
Bring a pattern recognition mindset to your work — connecting signals across employee feedback, performance data, and team health indicators to distinguish what is systemic from what is situational
Actively explore and adopt AI-enabled HR tools that improve how you work — whether for synthesizing people data, drafting communications, building manager resources, or preparing for complex conversations
Bring curiosity and experimentation to your practice — sharing what works with the broader HR team and helping First Due build an HR function that is as forward-looking as the rest of the company