HR Business Partner

Job description

ABOUT STORD Stord is The Consumer Experience Company, powering seamless checkout through delivery for today's leading brands. Stord is rapidly growing and strategically scaling teams across the entire company, and seeking energetic experts to help us achieve our mission. By combining comprehensive commerce-enablement technology with high-volume fulfillment services, Stord provides brands a platform to compete with retail giants. Stord manages over $10 billion of commerce annually through its fulfillment, warehousing, transportation, and operator-built software suite including OMS, Pre- and Post-Purchase, and WMS platforms. Stord is leveling the playing field for all brands to deliver the best consumer experience at scale. With Stord, brands can increase cart conversion, improve unit economics, and drive sustained customer loyalty. Stord’s end-to-end commerce solutions combine best-in-class omnichannel fulfillment and shipping with leading technology to ensure fast shipping, reliable delivery promises, easy access to more channels, and improved margins on every order. Hundreds of leading DTC and B2B companies like True Classic, Native, Seed Health, goodr, Sundays for Dogs, and more trust Stord to deliver industry-leading consumer experiences on every order. Stord is headquartered in Atlanta with facilities across the United States, Canada, and Europe. Stord is backed by top-tier investors including Kleiner Perkins, Franklin Templeton, Founders Fund, Strike Capital, Baillie Gifford, and Salesforce Ventures. About the Role Stord is growing fast, and our corporate teams are growing with it. We are looking for an experienced HR Business Partner who can partner across the whole corporate organization and who brings real depth from a technology company and/or from supporting Product, Engineering, and R&D teams. This role is a strategic advisor and a hands-on practitioner in the same job. You will earn a seat at the table with senior leaders by bringing a point of view, challenging assumptions, and using data to shape decisions, not by taking requests and routing them. You will also do the work yourself: running an employee relations investigation start to finish, building the comp analysis, drafting the org announcement, fixing the Workday transaction. We want someone who raises the bar for how Corporate HR is seen across Stord and who is comfortable getting their hands dirty to do it. Reporting to the Senior Manager, HR Business Partners, you will own a portfolio of corporate teams, with R&D as a core part of that portfolio, and help the People team keep scaling its credibility as a strategic partner to the business. Time is expected to split roughly 60% strategic partnership and 40% hands-on generalist execution, with the two feeding each other. Location: Local to Atlanta, GA; 2 days a week onsite What You’ll Do Strategic Partnership Be a trusted advisor to leaders up to VP level. Build strong partnerships that flexes and pivots with what business leaders need. Learn how their teams actually work, and bring them a perspective they could not get on their own, including candid feedback when it is needed. Lead with insight and be outcome-oriented. Analyze workforce, attrition, engagement, and performance data to spot trends early, and turn them into clear recommendations leaders can act on. Shape org design and workforce planning. Advise on team structure, spans and layers, leveling, role design, and hiring plans as teams scale. Partner with Talent Acquisition and Total Rewards so decisions are connected across the employee lifecycle. Support R&D specifically. Understand how engineering and product organizations operate, from career ladders and technical leadership to hiring, retention, and distributed and offshore delivery teams, and tailor People solutions to them. Partner with offshore staffing partners on retention and on bringing everyone together as one team. Partner through change. Support reorganizations, acquisitions and integrations, leadership transitions, and new-team build-outs, including the communication and change management that go with them. Raise the profile of Corporate HR. Help the People team move from reactive support to proactive partnership by anticipating needs, setting expectations with the business, and following through consistently. Hands-On HR Execution Own employee relations. Coach managers through performance and conduct issues, conduct investigations, and drive them to resolution with sound judgment and documentation. Partner with Legal as needed. Drive talent processes. Run performance, calibration, and promotion cycles for your teams, and help managers write clear feedback, build development plans, and manage underperformance. Execute accurately in Workday. Process and audit HR transactions such as promotions, transfers, comp changes, and terminations with a high degree of accuracy, and maintain clean data. Support a distributed and global workforce. Advise on legal compliance, leaves, accommodations, and employment sponsorship and visa cases, and work with People Operations and external partners on international employment (Canada and UK). Build as you go. Draft the policy, the manager guide, the FAQ, or the one-pager yourself when a need appears, and share what you build so the whole team benefits. Be a team player. Share coverage with the Senior Manager and fellow HRBPs, and pitch in on cross-team People initiatives as the business scales. What You’ll Need Bachelor’s degree in HR, business, or a related field (or equivalent experience), and 7+ years of progressive HR generalist or HR business partner experience. Experience as an HRBP at a technology company and/or supporting R&D, Product, or Engineering organizations, including working with technical leaders and a distributed workforce. A track record of influencing and advising senior leaders, up to VP level, and of being seen as a strategic partner and not an order taker. Bias toward action: finding areas of opportunity and acting on them quickly Deep employee relations expertise, including conducting investigations and coaching managers through difficult conversations. Experience with org design, workforce planning, and compensation and leveling concepts, and comfort using data to tell a story and make a recommendation. A hands-on, do-it-yourself approach. You are energized by getting into the details and are as comfortable running a transaction or drafting a document as presenting to an executive. Strong written and verbal communication, sound judgment, and the ability to handle confidential matters with discretion. Working knowledge of employment sponsorship and visas, and of U.S. employment law across multiple states. Proficiency with HRIS platforms, particularly Workday, and advanced skills in Google Workspace and Microsoft Office. Bonus Points Experience in a fast-growing or high-change environment, including acquisitions and integrations. Experience supporting offshore or international teams, or understanding of international employment (Canada, UK, South East Asia). Experience using Deel Experience with performance and engagement platforms such as Culture Amp. PHR/SPHR or SHRM-CP/SCP certification. Passion for the R&D and technology space.