HR Business Partner, Kin Insurance
Sales & Operations
$100-130k
Offers Equity
More information about location
Personalized home insurance platform
Open for applications
Personalized home insurance platform
501-1000 employees
Open for applications
$100-130k
Offers Equity
More information about location
501-1000 employees
Company mission
To reimagine home insurance for every new normal.
Role
Who you are
- 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
What the job involves
- 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
- 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
- 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
Application process
- Deadline to Apply: 30 March 2026 at 05:00 BST
- 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
Our take
The setup process for home insurance can be difficult and time-consuming, particularly for complex and risky properties. Legacy insurance providers rely on users and brokers to insert uniform data, an approach that is not very accurate considering the idiosyncrasies of each individual property.
Kin Insurance works directly with consumers to provide bespoke and affordable home insurance. The company's software imports thousands of variables based on third-party data in order to provide a more personalized approach to home insurance. Data is also collected from aerial and satellite imagery, government records, and building permits to ensure a house is covered from localized threats such as wildfire, hurricanes and other natural disasters.
Recognizing the antiquated and one-size-fits-all nature of the current home insurance landscape, Kin Insurance has taken an innovative approach by focusing on data collection. Through these means, the company claims that it can offer personalized insurance that can be negotiated directly through its communication channels, ensuring that consumers can access the exact insurance they need without having to pay more than is required. Strong funding, raised across several rounds, will allow Kin to expand its network and business reach.
Kirsty
Company Specialist at Welcome to the Jungle
Insights
12% employee growth in 12 months
Company
Funding (last 2 of 12 rounds)
Sep 2025
$50m
SERIES E
Feb 2024
$15m
SERIES D
Total funding: $376m
Company benefits
- Medical
- Dental
- Vision
- Life insurance
- Disability insurance
- Commuter benefit plan
- 401k
- Flex spending accounts
- Support for continuing education and professional development
- Training, development, and networking opportunities via Sales Assembly
- Flexible PTO
- Onsite gym membership
- Company-provided lunch each month
- Daily snacks
- Sodas, unlimited flavored water, & coffee
Company HQ
River North, Chicago, IL
Leadership
Sean Harper
(Co-Founder & CEO)Sean worked as a BCG Associate for 5 years before founding FeeFighters.com and working for 2 years at Groupon. After a year as CPO of 2Checkout, they co-founded Kin Insurance, serving since as CEO.
Lucas Ward
(Co-Founder & Member of the Board of Directors)Having studied at Southeast Missouri State University, Lucas spent half a decade at Accenture, before a combined 3 years at ThoughtWorks and Fundspire. They left their CTO position at Rippleshot in 2015 to co-found Kin Insurance in January 2016.
Vivek Vaid
(CTO)Previously CTO at BRANDED, FourKites, Chief Data Officer at Uptake and Head of Technology at Morningstar.
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