Senior HR Business Partner & Generalist

Full-Time: 40 hours/week

• Be the day-to-day People partner to Research, Content/Media, Engineering & Product, and Operations, the first call for hiring, performance, employee relations, and team-health questions.
• Coach through routine and difficult conversations: performance feedback, conflict, accommodation requests, and departures.
• Handle employee-relations cases end to end, intake, investigation, documentation, resolution, escalating to the Director of People when warranted.
• Interpret policy consistently across functions and surfaces where policy is unclear, missing, or out of date.

• Recruiting: partner with hiring managers on intake, job postings, screening, interview coordination, and offers.
• Onboarding & off boarding: own the new-hire and exit experience, including paperwork, Rippling setup, equipment coordination with IT, orientation, and exit interviews.
• Performance & development: administer review cycles, track completion, support managers through calibration, and coordinate development conversations.
• Compensation & benefits administration: manage open enrollment, benefits questions, leave administration, and routine comp adjustments. Executing the cycle while setting the framework with the Director of People.

• Make Rippling the source of truth: clean data, build and maintain workflows, automate manual steps, and run reports on demand.
• Manage People-function operations in ClickUp and keep the policy and process library current and discoverable in Confluence.
• Use Slack as the primary intake channel for People questions - fast, kind, and consistent.
• Document what currently lives in people’s heads, turning informal practices into written processes managers can actually follow.
• Track and report simple People metrics (headcount, time-to-fill, turnover, case volume) so the function operates on data, not impressions.

• Keep Yaqeen compliant on employment-law basics — I-9s, classifications, leave, posting requirements, record keeping, and flag issues early.
• Support culture practices and tarbiya rhythms that make the workplace genuinely values-aligned, in collaboration with the Director of People.

• Mission alignment: genuine commitment to Islamic values and their authentic application in a modern workplace, and to building inclusive practices that honor diverse backgrounds within shared values.
• 5–8 years of progressive HR experience, with at least 2 years in a Generalist or HRBP role at a 100–300 person organization. You have carried real cases and real cycles, not just supported them.
• Full-lifecycle range: working experience across recruiting, onboarding, employee relations, benefits administration, and performance. Solid practical fluency in each.
• HRBP fluency: you’ve partnered directly with managers (not just executives), can coach through hard conversations, and know when to escalate.
• Strong US employment-law grounding for everyday situations — classifications, leave, accommodation, terminations, documentation.
• Hands-on HRIS experience (Rippling preferred; comparable system experience welcome), with a track record of using tooling and automation to replace manual work.
• Operating-system fluency: comfortable in Slack, ClickUp, and Confluence, or able to ramp on them quickly.
• Process-building instinct: you’ve taken informal or scattered HR practices and turned them into documented, repeatable systems.

• Experience in mission-driven organizations, nonprofit, social impact, or values-driven companies.
• Recruiting depth, particularly for knowledge-worker roles (research, content, engineering, product).
• PHR, SHRM-CP, or equivalent certification.
• Experience in Islamic, faith-based, or interfaith organizations.
• Familiarity with AI / automation tooling for HR workflows (screening, drafting, document handling).

Resume plus a brief note (a few paragraphs is fine) on a process or system you took from messy to working. We’re looking for evidence of how you think about cleaning things up, not a polished essay.