HR Business Partner, Sales & Operations

Kin Makes Life Simpler, More Affordable, and Better for Homeowners Kin makes life simpler, more affordable, and better for homeowners especially in the places where climate risks, rising costs, and outdated systems make it hardest. We start with smarter homeowners insurance and expand to everything homeowners need to thrive. Using data, technology, and thoughtful human support, we're building products that are clear, fair, and help homeowners feel confident so homeowners aren't left behind when they need help most. Founded in 2016, Kin is a remote-first employer with Kinfolk across more than 35 states. We serve customers in 13 states (and counting). Our disciplined growth, strong customer satisfaction, and focus on long-term sustainability fosters outstanding growth, attracts marquee investors, and earns recognition and accolades, including: Built In Chicago's Best Places to Work, Midsize Companies (2021-2026) Forbes' America's Best Startup Employers (2021-2024) Inc. 5000 Fastest-Growing Private Companies Forbes' Fintech 50 Great Places to Work Certified (2024-2026) Most importantly, we're building Kin to be a place where people do meaningful work with real impact for our customers, our communities, and each other. We're excited to tell you more about how you can contribute to our rapid growth, strong unit economics, profitability, and excellent customer ratings. The Opportunity Kin is looking for a HR Business Partner to help us strengthen performance, engagement, and retention across our Sales and Operations teams. As Kin continues to grow, our frontline, primarily non-exempt workforce plays a critical role in delivering exceptional service and driving revenue outcomes. This role exists to ensure our people strategy scales alongside that growth. This is a highly hands-on, employee relationsfocused role. You will serve as the primary ER partner for Sales and Operations leaders, managing complex performance concerns, investigations, corrective actions, and policy interpretation with consistency, sound judgment, and a strong understanding of risk. At the same time, this role is not just about managing issues as they arise. As the product owner for Sales & Operations people programs, you will move beyond reactive HR support to proactively design, own, and continuously improve the systems, policies, and processes that power a high-performing workforce. You'll partner closely with Sales and Service leaders to translate business priorities into actionable workforce strategies that drive performance and operational excellence. Your Responsibilities Partner with Sales & Service leadership to design and execute workforce and talent strategies aligned to revenue growth, service level targets, and cost goals. Own performance management processes end-to-end, including goal setting, calibration, accountability, and documentation standards. Proactively supports the delivery of all HR processes, initiatives, policies and programs in order to foster a productive and compelling employment experience. Coach frontline managers and senior leaders to strengthen performance management, address gaps early, and build consistent manager capability across a high-volume, non-exempt workforce. Analyze engagement, attrition, and productivity data to identify trends, mitigate risk, and implement proactive action plans. Lead organizational change initiatives (team restructures, policy updates or recommendations, process improvements) with minimal disruption to customer and revenue outcomes. Advise leaders on FLSA, classification, pay practices, LOA/FMLA, and employee relations matters to ensure compliance and consistency. Partner with Talent Experience and Total Rewards to optimize processes & build initiatives to support the maturing of our programs. Communicate clearly on project timelines, risks, and outcomes, ensuring stakeholders are aligned and informed. Success in This Role In your first 6-12 months at Kin, success is less about checking boxes and more about the impact you create. You'll use your skills and judgment to take ownership of meaningful work, improve how we operate, and help move Kin's mission forward. Along the way, you'll deliver outcomes that make a real difference for both Kinfolk and the homeowners we serve. By the end of your first year, you should feel confident in your role, trusted as an owner, and proud of the progress you've helped make. Deliver 90-Day Insights Review. Deliver observations within your first 90 days and partner with HRBP manager to develop a prioritized HR roadmap aligned to goals for the remainder of the year. Optimize Performance Management. Streamline and operationalize the performance management process to enable quicker, fair, and more consistent performance decisions. Champion Engagement & Retention. Design and deploy targeted initiatives that improve team experience, retention, and frontline performance. Deep Business Acumen. Deep understanding of the sales and service business, including KPIs, staffing models, workforce planning needs, compliance considerations. What You'll Bring 36 years of HR Business Partner experience, including direct support of non-exempt/hourly call center / contact center environments (required). Strong communication and relationship-building skills across all levels of the organization. Hands-on experience advising on FLSA, pay practices, classification, LOA, and FMLA. Experience managing complex employee relations issues with sound judgment and discretion. Demonstrated ability to coach leaders at multiple levels and influence decision-making. Experience pulling and analyzing HR data (engagement, attrition, productivity) and translating insights into action. Ability to operate effectively in a fast-paced, high-growth environment with shifting priorities. Practical, solutions-oriented mindset that balances business outcomes with employee experience. How We Hire We believe a great hiring experience should be clear, respectful, and human. We'll accept applications for this position until March 30. While our recruiting team uses AI tools for efficiency, resumes are still screened by Kin's in-house recruiters, and candidate evaluations and hiring decisions are made by recruiters and hiring teams. Rest assured, real people make real decisions. The hiring process and timeline for each role will vary, depending on the position. However, here are some things you can expect from us: Prompt updates and feedback following interviews Interviews with recruiters, hiring managers, and members of teams Skills assessment relevant to the position, if applicable Genuine, thoughtful human interaction at every step How We Support You We offer a comprehensive, competitive benefits program, allowing you to choose the benefits that are best for you and your family, starting on the first day of the month following your start date. Core Benefits That Support You Competitive salary and company equity through Restricted Stock Units (RSUs), granted as part of our standard compensation package and based on role and level 401(k) with company match up to 4% of eligible earnings Multiple medical plan options, plus dental and vision coverage Company-funded HSA contributions (based on medical plan selection) Company-paid life insurance and short-term disability Health & Wellbeing A variety of supplemental benefit options, including long-term disability, critical illness, accident, legal, and pet insurance Access to mental health support and confidential counseling resources Flexible PTO for exempt employees (most employees take 1520 days per year), plus 8 company-observed holidays Paid parental leave, including up to 1

Created: 2026-03-04