HR Business Partner, Sales & Operations at Kin

WHO WE ARE 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simpler, more affordable, and better for homeowners — especially in the places where climate risks, rising costs, and outdated systems make it hardest.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. To learn more about how we work and what we’re building, visit kin.com [Upgrade to PRO to see link] and see how we work [Upgrade to PRO to see link] 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 relations–focused 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 - 3–6 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 15–20 days per year), plus 8 company-observed holidays - Paid parental leave, including up to 14 weeks at 100% pay for birthing parents and 8 weeks at 100% pay for non-birthing parents Growth & Development - Career mobility and internal growth opportunities across the organization - Professional development budgets for certifications, conferences, and learning available, subject to management approval HOW WE WORK We don’t just hire for skills. We hire for alignment. Kinfolk bring diverse perspectives, but we’re united by a shared set of values that shape how we work and how we show up for each other and our customers. Run through walls, together - Our industry is stuck in the status quo. But Kin is different. We are challengers. Innovators unwavering in our mission to fix insurance for those who need it most. We are changing insurance for good. We roll up our sleeves, take action, and get “impossible” things done every day with grit and teamwork. Raise the bar. Drop the ego - Attitudes are contagious. Every one of us is responsible for creating the culture we want to work in. High performance. Low drama. Always respectful. Like professional sports teams, we win by working in sync. We show up, work hard, and play to each other’s strengths. Act like an owner - We are owners, fully accountable for achieving Kin’s mission. That requires positive, proactive, big-picture thinking well beyond our job descriptions. Ask questions, Take ownership. Do the right thing, even when it‘s hard. Because when Kin thrives, so do you. And so do our customers. Operate lean. Deliver more - We build efficiency into everything we do. Each dollar we save gets reinvested to deliver more to our customers: better pricing, more products, and new innovations. We work smarter by relentlessly prioritizing and using technology, including AI, to multiply our impact. Lean is about focus, not deprivation. Lean isn't a limitation – it's our competitive advantage. Keep asking ‘What if?’ - We value curiosity. To make insurance better for our customers, we experiment. We embrace insights. And we base decisions on data rather than assumptions. We see setbacks as opportunities for growth and are always learning and improving. Both individually and as a company. WHERE WE WORK We are a remote-first company with offices in Chicago, IL and St. Petersburg, FL where teams can come together for collaboration. For Sales Agents and Customer Service Agents: These roles sit in any of the following 30 states: AL, AZ, CO, FL, ID, IL, IN, KS, KY, MA, MD, ME, MI, MO, MT, NC, NE, NM, NV, NY, OH, OK, PA, SC, TN, TX, UT, VT, VA, WA, and WI. For all other positions, these roles can sit in any of the following 40 states: AL, AR, AZ, CA (exempt only), CO, CT, FL, GA, ID, IL, IN, IA, KS, KY, MA, ME, MD, MI, MN, MO, MT, NC, NE, NJ, NM, NV, NY, OH, OK, OR, PA, SC, SD, TN, TX, UT, VT, VA, WA, and WI. Please only apply if you are able to live and work full-time in one of the states listed above. For remote technical positions located in Canada, we are only able to hire individuals who reside in Ontario. Applicants must be able to live and work full-time in Ontario to be considered. State locations and specifics are subject to change as our hiring requirements shift. EEOC STATEMENT Kin is proud to be an Equal Employment Opportunity and Affirmative Action Employer. We don't just accept difference – we honor it, nurture it, and celebrate it. We don’t discriminate based on race, religion, color, national origin, gender (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender identity, gender expression, age, status as a protected veteran, status as an individual with a disability, or other applicable legally protected characteristics. Kin welcomes and encourages applications from people with disabilities. Accommodations are available on request for candidates taking part in all aspects of the selection process. If you require accommodation, please contact us by sending an email to [Upgrade to PRO to see contact]