🎯 Mission
This role combines People Partnership and HR Administration.
As a People Partner, you support team members throughout their journey at S&F — building trust through regular 1:1s, staying close to engagement and wellbeing, and helping people grow.
At the same time, you ensure that HR processes run smoothly and reliably — keeping data accurate, operations organized, and the associate lifecycle frictionless.
You work in close partnership with HRD and HR BP, who provide strategic guidance, while you act as the main point of contact for associates and the operational backbone of the People function.
This role helps bring S&F’s Deliberately Developmental Organization to life through consistent support, strong processes, and attention to the associate experience.
Primary Responsibilities
1. People Partnership
Act as the dedicated People Partner for an assigned group of team members. This includes:
Running regular 1:1s focused on satisfaction, growth, wellbeing, and any concerns that need attention
Monitoring engagement and mood signals — and escalating anything that needs leadership awareness
Supporting the full performance management cycle: goal setting, check-ins, feedback conversations
Identifying development opportunities for team members and connecting them to the right resources or conversations
Collaborating with Department Leads and/or HR BP to align people initiatives with team goals and priorities
2. Onboarding and Offboarding
Own every entry and exit so people feel welcomed, prepared, and supported from day one. This includes:
Coordinating all pre-boarding logistics: accounts, tools, access, documentation, and first-day schedule — everything ready before the person starts (whole company)
Running structured onboarding check-ins at 30, 60, and 90 days to catch friction early and ensure integration is going well
Being the first point of contact for new hires during onboarding — answering questions, connecting them to the right people, and making sure nothing falls through
Maintaining and improving the onboarding process itself — tracking what works and proposing changes
Managing offboarding with care: exit documentation (whole company), final touchpoints, and knowledge transfer.
Collecting exit feedback
3. HR Operations and Data
Keep the HR engine organized and data-driven. This includes:
Maintaining accurate and up-to-date associates records in PeopleForce HRM
Tracking and following up on people-related tasks and ensuring completion
Coordinating internal CV updates with team members
Managing HR chat channels for new team members and handling incoming requests
Preparing data for HR analytics
4. Associates Engagement and Culture
Be an active carrier of S&F’s developmental culture. This includes:
Running engagement surveys
Supporting and coordinating engagement initiatives, team rituals, and culture-related programs
Team events operational management
Contributing to the continuous improvement of the associates’ experience at S&F
5. Recruiting Support (will be a plus)
Partner closely with the recruiting team to keep hiring running smoothly. This includes:
Coordinating interview scheduling across candidates, hiring managers, and interviewers
Maintaining organized and up-to-date pipelines in the ATS
Posting and updating job descriptions across relevant platforms
Sourcing candidates for open roles when needed, using job boards, LinkedIn, and referrals
Experience
1+ years in a People Partner, HR Generalist, or coordination role
Experience running 1:1s
Familiarity with tech companies or software development environments
Experience with HRM and ATS tools, ideally PeopleForce or similar
Experience in a remote, distributed team is a strong plus
B2+ English Level
Why This Is Worth Your Time
You will join S&F if you want your work in HR to have real meaning and a visible impact on people’s daily experience.
This role gives you a chance to work closely with associates, support
