Manager, HR Business Partner

About the role

This role supports leaders and employees across GTM, Product, Engineering, Clinical Care Operations, and G&A during 9amHealth's most formative stages of growth. The Senior People Partner will help build the foundation for how we support managers, employees, and the business as we scale. This includes balancing thoughtful business partnership with hands-on execution across employee relations, leave administration, compliance, policy, benefits, and manager support.

Responsibilities

• Help define what great management looks like at 9amHealth by establishing clear expectations, coaching leaders through difficult decisions, and building a culture of accountability, feedback, and high performance.
• Coach and support directors and senior managers through team dynamics, organizational change, performance conversations, and other complex people challenges, serving as a trusted advisor before issues escalate.
• Design, launch, and continuously evolve core people programs, including performance management, manager enablement, organizational planning, and leadership development, to meet the needs of the business today while laying the foundation for future growth.
• Partner with the VP of People and business leaders to shape people strategies that strengthen organizational effectiveness, improve manager capability, and support the company's continued growth.
• Own employee relations end-to-end, conducting investigations, advising managers, documenting decisions, and resolving employee concerns with care, consistency, and sound judgment.
• Partner closely with the Senior People Operations Manager to design and operationalize people programs, translating strategy into scalable processes, systems, and employee experiences across the full employee lifecycle.
• Manage leave of absence cases (FMLA, state leaves, medical, personal) from start to finish, ensuring compliance, clear communication, and a thoughtful employee experience while helping establish scalable practices for the future.
• Build, maintain, and continuously evolve the employee handbook, HR policies, and related documentation so they're compliant, practical, and aligned with the company's stage of growth.
• Own benefits administration end-to-end, including broker and vendor relationships, open enrollment, employee support, and ongoing evaluation of program effectiveness as the organization grows.
• Ensure compliance with federal, state, and local employment laws across our multi-state workforce, proactively identifying risks, recommending practical solutions, and partnering with Legal when appropriate.
• Develop practical manager resources, training, and enablement that help leaders build stronger teams until a dedicated Learning & Development function is established.

Qualifications

• Minimum 7+ years of HR/HRBP experience, including meaningful time partnering with senior leaders in a high-growth or scaling environment.
• Demonstrated ability to design, implement, or evolve people programs and practices, not just operate existing ones.
• Demonstrated ability to manage employee relations cases from intake through resolution, with strong judgment, thoughtful documentation, and a clear understanding of when to escalate.
• Strong manager coaching skills with the ability to influence leaders, deliver candid feedback, and build lasting leadership capability.
• Strong business judgment and the ability to balance employee experience, organizational health, and business outcomes when advising leaders.
• Able to make thoughtful decisions with imperfect information, adapt quickly, and avoid over-engineering solutions.
• Experience supporting performance management, compensation, leveling, promotion, and other core talent processes with consistency and sound judgment.
• Effective across a distributed workforce; comfortable building relationships, influencing leaders, and supporting teams across time zones and geographies (including the US and Austria).
• Working knowledge of US employment law and the judgment to recognize risk, recommend practical solutions, and partner with Legal when appropriate.
• Hands-on experience managing leave of absence programs, including working knowledge of FMLA and multi-state leave requirements.
• Experience owning or co-owning benefits programs, including open enrollment, vendor relationships, and employee-facing communications.
• Experience developing, maintaining, and evolving HR policies and employee handbooks with an emphasis on both legal compliance and practical usability.
• Comfort leveraging modern AI tools to improve drafting, analysis, and operational efficiency, while exercising strong judgment about where human discretion and partnership remain essential.