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The HR Business Partner will enhance organizational performance, drive engagement, and support employee relations while partnering with Engineering and Product teams.
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 Summary
The 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.
Purpose
You 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.
Growth
As 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.
Motivators
This 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 experience required, preferably in a HRBP capacity supporting technical or high-growth organizations.
- Knowledge: The role requires a fully functioning working knowledge of HR principles, including complex areas like employee relations, performance management, and coaching. This is the application of practical knowledge and standard practices within the field.
- Complexity: The HRBP will face varied and complex problems (ER issues, engagement gaps, manager development). While many resolutions can be adapted from previous experience, the role regularly requires innovation to address the unique needs of technical organizations.
- Discretion & Accountability: The HRBP operates with autonomy, supervised based on output. They are accountable for developing the approach to complex people problems and are expected to contribute to process improvements based on their experience.
- Communication: The role involves regular interaction with individuals outside the immediate HR team, including senior technical leaders.
In accordance with the Colorado Equal Pay for Equal Work Act, the approximate annual compensation range for this role, depending on individual candidate level and experience, is $105,000-$115,000, including base salary and any related bonuses or commissions. JumpCloud provides comprehensive benefits, including medical, dental and vision insurance, short and long term disability, life insurance and a 401k savings plan. We have an unlimited vacation policy.
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Where you’ll be working/Location:
JumpCloud® is committed to being Remote First, meaning that you are able to work remotely within the country noted in the Job Description.
All roles posted in United States locations do require that you be located within one of the 50 U.S. States. Our Headquarters is in the Denver/Boulder, CO area but as a remote company, you are able to work remotely anywhere in the U.S. If you would like to spend time in our offices in the Denver/Boulder area, you are welcome to do that as well.
Language:
JumpCloud® has teams in 15+ countries around the world and conducts our internal business in English. The interview and any additional screening process will take place primarily in English. To be considered for a role at JumpCloud®, you will be required to speak and write in English fluently. Any additional language requirements will be included in the details of the job description.
Why JumpCloud?
If you thrive working in a fast, SaaS-based environment and you are passionate about solving challenging technical problems, we look forward to hearing from you! JumpCloud® is an incredible place to share and grow your expertise! You’ll work with amazing talent across each department who are passionate about our mission. We’re out of the box thinkers, so your unique ideas and approaches for conceiving a product and/or feature will be welcome. You’ll have a voice in the organization as you work with a seasoned executive team, a supportive board and in a proven market that our customers are excited about.
One of JumpCloud®'s three core values is to “Build Connections.” To us that means creating " human connection with each other regardless of our backgrounds, orientations, geographies, religions, languages, gender, race, etc. We care deeply about the people that we work with and want to see everyone succeed." - Rajat Bhargava, CEO
Please submit your résumé and brief explanation about yourself and why you would be a good fit for JumpCloud®. Please note JumpCloud® is not accepting third party resumes at this time.
JumpCloud® is an equal opportunity employer. All applicants will be considered for employment without attention to race, color, religion, sex, sexual orientation, gender identity, national origin, veteran or disability status.
Scam Notice:
Please be aware that there are individuals and organizations that may attempt to scam job seekers by offering fraudulent employment opportunities in the name of JumpCloud. These scams may involve fake job postings, unsolicited emails, or messages claiming to be from our recruiters or hiring managers. Please note that JumpCloud will never ask for any personal account information, such as credit card details or bank account numbers, during the recruitment process. Additionally, JumpCloud will never send you a check for any equipment prior to employment.
All communication related to interviews and offers from our recruiters and hiring managers will come from official company email addresses (@jumpcloud.com) and will never ask for any payment, fee to be paid or purchases to be made by the job seeker. If you are contacted by anyone claiming to represent JumpCloud and you are unsure of their authenticity, please do not provide any personal/financial information and contact us immediately at [email protected] with the subject line "Scam Notice"
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