People Partner, SoFi

• 3+ years experience of relevant HR experience
• Excellent interpersonal and relationship building skills with experience partnering with senior level leaders and building strong relationships with all stakeholders
• Foundational understanding of talent and performance management processes and systems
• Experience coaching managers through performance management and employee relations matters
• Ability to prioritize workload and self-manage projects; demonstrates initiative and manages multiple, competing priorities
• Excellent verbal and written communication skills
• Excellent organizational skills and attention to detail
• Excellent time management skills and a proven ability to meet deadlines
• Ability to leverage and analyze data to drive decision-making
• Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies
• Agility - the ability to be flexible, adaptable, and resilient

Desirable

• The People Partner plays a key role in supporting the workforce to ensure employees are engaged, productive and happy
• This role supports employee situations with discretion and HR expertise, and coaches front-line managers on addressing employee escalations, developing high performing teams and managing performance
• This role will be focused on partnering with employees and leaders across our Finance and Marketing teams, and will also help support People programs for the People function
• Coach our leaders and employees on various topics ranging from employee development to performance management to creating inclusive team environments
• Provides day-to-day performance management guidance to management (e.g., coaching, counseling, performance improvement plans, disciplinary actions)
• Investigate escalated employee concerns and resolve employee relations issues; provide recommendations and guidance to the business
• Partner on key programs including performance & reward, calibrations, employee engagement surveys, and organizational health reviews
• Partner on offboarding employees - conducting exit interviews and combining qualitative exit data with quantitative data to understand trends
• Help identify training needs for individuals and managers working closely with L&D; provide training on HR-related topics
• Equitably exercise high-judgment, manage through ambiguity, and serve as the first point of escalation for employee concerns