People Partner (HR Business Partner)

Kooth•Chicago, IL

3d•$90,000 - $100,000•Remote

About The Position

At Kooth, our mission is to create welcoming, accessible spaces for personalized digital mental health care that empowers young people to thrive. Grounded in an early-intervention model, we help youth aged 13–25 build resilience, access timely support, and lead fulfilling lives. We are more than a digital service — we are a movement for inclusive, evidence-informed mental health care. Our culture is rooted in our values: Alongside You, Flexible, Compassionate, Committed, and Safe. These guide everything we do - how we show up for young people, how we collaborate as a team, and how we build solutions that meet communities where they are. With Kooth, you’ll be part of something bigger than yourself: meaningful work with measurable impact. We bring this mission to life through Soluna, California’s first-in-the-nation digital behavioral health service for 13–25-year-olds. Soluna removes barriers to care by providing nearly immediate access to 1:1 coaching, Care Navigation, and self-guided tools helping young people find real support, build resilience, and discover hope when they need it most. Together with state and local partners, we’re transforming access to mental health support for youth. Learn more at solunaapp.com/impact. What We’re Looking For: Strategic People Partnership: Collaborate with department leaders to understand business, priorities, and success drivers as well as workforce dynamics and capability needs Translate business strategy into targeted People strategies including: organizational design, talent development and succession planning, retention and engagement, team effectiveness, and organizational health Coach leaders and managers on performance management, team dynamics and effectiveness, and navigating complex People/HR decisions. Create feedback loops with Talent Management to support iterating on talent profiles and competency frameworks Proactively identify and address People/HR-related challenges and opportunities, recommending solutions that drive business outcomes Employee Experience: Steward key employee moments that matter — onboarding, performance, promotions, leaves, and exits — with consistency, care, and compliance Act as a central connector across the People function, guiding employees and managers to the right resources and expertise, including: benefits, payroll, leave management, etc Identify performance trends and recommend strategies to improve individual and team performance Collaborate across People, IT, and other functions to improve the digital employee experience by identifying friction points in systems, processes, and workflows Partner with People Operations to find opportunities to align processes across geographies (UK and US) Employee Relations: Lead employee relations across the US, including: performance management, employee conflict, disciplinary processes, workplace investigations, terminations and risk mitigation Review employee relations cases to assess patterns and identify need for interventions beyond the individual (i.e., team, department, country, or enterprise-levels) Partner with People Partners in the UK to find opportunities to align processes across geographies People Analytics and Insights: Leverage data to tell a holistic story of team health and performance, such as employee engagement (eNPS, survey insights), retention and turnover trends, candidate pipeline and hiring insights (application volume, declination reasons, conversion rates), benefits utilization and wellbeing signals Connect disparate data points to identify what is driving success and where teams are blocked or at risk Translate insights into clear, actionable recommendations Proactively use data to provide foresight to manage engagement, well-being retention and absence rates Build high-quality presentations and dashboards to track key performance indicators and People/HR metrics How You’ll Make an Impact: What Success Looks Like: Leaders view you as a trusted, proactive advisor Data is consistently used to drive better people and business decisions Employee lifecycle moments are delivered with consistency and care Employee relations risks are managed effectively and confidently You are seen as important to the success of the leaders and teams you support The People function is experienced as connected, responsive, and strategic

Requirements

5+ years of HR experience with a Bachelor’s Degree (7+ with an Associates Degree and 9+ years with a high school diploma), including People/HR Business Partner roles
Multi-state US employment experience (including California)
Proven ability to influence senior leaders and navigate ambiguity
Comfortable using data to generate insights and recommendations
Experience leading employee relations including workplace investigations, disciplinary action, compliance, and risk mitigation
Exceptional communication skills — written, verbal, and in presentations
High emotional intelligence; sound judgment in sensitive, high-stakes situations

Responsibilities

Collaborate with department leaders to understand business, priorities, and success drivers as well as workforce dynamics and capability needs
Translate business strategy into targeted People strategies including: organizational design, talent development and succession planning, retention and engagement, team effectiveness, and organizational health
Coach leaders and managers on performance management, team dynamics and effectiveness, and navigating complex People/HR decisions. Create feedback loops with Talent Management to support iterating on talent profiles and competency frameworks
Proactively identify and address People/HR-related challenges and opportunities, recommending solutions that drive business outcomes
Steward key employee moments that matter — onboarding, performance, promotions, leaves, and exits — with consistency, care, and compliance
Act as a central connector across the People function, guiding employees and managers to the right resources and expertise, including: benefits, payroll, leave management, etc
Identify performance trends and recommend strategies to improve individual and team performance
Collaborate across People, IT, and other functions to improve the digital employee experience by identifying friction points in systems, processes, and workflows
Partner with People Operations to find opportunities to align processes across geographies (UK and US)
Lead employee relations across the US, including: performance management, employee conflict, disciplinary processes, workplace investigations, terminations and risk mitigation
Review employee relations cases to assess patterns and identify need for interventions beyond the individual (i.e., team, department, country, or enterprise-levels)
Partner with People Partners in the UK to find opportunities to align processes across geographies
Leverage data to tell a holistic story of team health and performance, such as employee engagement (eNPS, survey insights), retention and turnover trends, candidate pipeline and hiring insights (application volume, declination reasons, conversion rates), benefits utilization and wellbeing signals
Connect disparate data points to identify what is driving success and where teams are blocked or at risk
Translate insights into clear, actionable recommendations
Proactively use data to provide foresight to manage engagement, well-being retention and absence rates
Build high-quality presentations and dashboards to track key performance indicators and People/HR metrics