HR Business Partner, Sonos

• Some experience in HR, People Operations, or a related field — enough to have a working foundation
• Strong work ethic; comfortable with volume, pace, and ambiguity
• Organized and detail-oriented — managing multiple relationships and workstreams simultaneously
• Clear communicator, written and verbal
• Able to handle confidential information with discretion
• Research shows that some candidates may not apply for roles if they don't meet all the criteria. If you don’t have 100% of the skills listed, we still strongly encourage you to apply if interested

Desirable

• Understanding the business isn't a nice-to-have, it's foundational to doing this work well. Invest in learning how the Product org operates: the team structures, the priorities, what success looks like for the managers you support. The best HR partners understand the business context behind every people decision
• Be the primary HR point of contact for a portfolio of frontline managers in Product. Build real relationships, the kind where managers call you before things become problems. Show up consistently and be someone they trust
• Coach managers on how to identify high and low performance and manage their teams to clear expectations, not just during review cycles, but continuously. Help them build confidence having hard conversations early, documenting well, and following through. This is a core part of the role, every day
• Regardless of where a manager is in their journey, they continuously need support nailing the fundamentals - giving feedback, running effective 1:1s, handling team dynamics, setting clear expectations. You'll be the go-to resource for managers working to sharpen these skills in real time
• Support your client group through organizational change - communications, questions, uncertainty - in partnership with other Product People Partners. You're not running change strategy solo; you're executing it well on the ground and being a steady presence for your managers
• Partner with other Product People Partners on performance cycles and other enterprise-wide People programs and initiatives. You'll be a key part of making these land well for your client group
• Stay on top of the full range of day-to-day HR work: backfills, policy questions, headcount request, and other partnership with centers of excellence. Prioritize well, follow through, and know when to escalate
• Get comfortable with the people data available to you (headcount, attrition signals, performance trends, engagement indicators). Begin to spot patterns, and use what you're seeing to have better conversations with managers and flag risks early