HR Business Partner - United States

All roles at JumpCloud® are Remote unless otherwise specified in the Job Description.
About JumpCloud®JumpCloud® delivers a unified open directory platform that makes it easy to securely manage identities, devices, and access across your organization. With JumpCloud®, IT teams and MSPs enable users to work securely from anywhere and manage their Windows, Apple, Linux, and Android devices from a single platform. JumpCloud® is IT Simplified.
Role SummaryThe Human Resources Business Partner (HRBP) will partner with our Engineering and Product Management organizations. This role is instrumental in scaling organizational performance, driving high engagement, and fostering a strong culture across multiple geographies. The HRBP will own key people processes, including employee relations, performance management, manager coaching, and cultural initiatives, ensuring our technical organizations have the leadership and support needed to meet ambitious goals.
PurposeYou will have an instrumental and immediate impact on the organizational performance and culture within JumpCloud’s core innovation teams—Engineering and Product Management. This is a chance to partner directly with key technical leaders and help them build high-performing, global organizations.
GrowthAs this is a new position, you will build and define the HR partnership model for a high-growth, high-complexity part of the business. You will work across diverse geographies and be exposed to strategic organizational design and change management, positioning you for future growth within the HR function.
MotivatorsThis role is ideal for an agile, outcome-focused HR professional who thrives on juggling multiple, complex projects (performance management, ER, coaching, engagement) simultaneously. You will be measured directly on the health and performance of the organizations you support, offering clear accountability and high impact.

Major Performance Objectives

• Establish solid Partnerships and Performance Management: Within the first 6 months, establish effective HR partnership with Engineering and Product leadership, resulting in 90% completion and compliance with all performance management activities (reviews, goal setting, calibrations) for assigned organizations.
• Drive Organizational Health and Engagement: By the end of Year 1, successfully execute engagement and cultural initiatives, resulting in a measurable increase (e.g., 5-point improvement) in key favorable sentiment drivers identified in annual engagement surveys within the assigned organizations.
• Resolve Employee Relations and Provide Manager Coaching: Manage and resolve 100% of all employee relations (ER) cases promptly, thoroughly, and consistently. Simultaneously, deliver effective Manager 101 Coaching to all assigned front-line managers within 6 months to enhance their leadership skills and proficiency in handling performance issues.

Critical Subtasks

• Business Partnering: Conduct regular (e.g., bi-weekly) meetings with key Engineering and Product leaders, utilizing tools like Leader’s Intent and Confirmation Briefs to align on strategic people initiatives and confirm understanding of business needs.
• Manage and Investigate Employee Relations: Independently manage and thoroughly investigate all employee relations issues, ensuring objective documentation and resolution that adheres to company policy and legal requirements across all assigned geographies.
• Lead Performance Cycles: Coordinate and drive the full performance management lifecycle (mid-year check-ins, year-end reviews, and compensation planning) for the Engineering and Product groups, ensuring fairness and data-driven outcomes.
• Analyze and Action Exit/Engagement Data: Collect and analyze trends from exit interviews, engagement surveys, and other HR data points, translating insights into actionable recommendations for leadership focused on retention and improved performance.
• Manager Coaching: Partner with front line managers on coaching opportunities to include feedback, goal setting, performance management, delegation for new and first-time managers.
• Act with Urgency on Critical Projects: Agilely manage and prioritize multiple HR projects (e.g., organizational change initiatives, policy updates) concurrently, consistently communicating with impact to ensure stakeholders are informed and aligned.

Required Skills & Qualifications

• Proven ability to manage complex employee relations cases (ER).
• Expert knowledge of performance management methodologies and coaching techniques.
• Familiarity with HR systems (ATS, HRIS) and data analysis for organizational health metrics.

Experience

• Typically a minimum of 4 years work experie