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Our Mission and Values Goalbook’s mission is to empower teachers to transform instruction so that all students succeed. We partner with over 1,100 districts across 47 states, working closely with district and school leaders to improve instructional practice. Our work is grounded in two core values: Relationships We believe in the power of human connection. Strong relationships across different strengths, backgrounds, and perspectives are essential to achieving our mission. GrowthWe create an environment that is both supportive and challenging so that people can continuously grow their impact, both professionally and personally. We also operate with a clear guiding principle: we aim to balance business performance, mission impact, and team experience. This shows up in how we design and apply our people systems every day. The Role We are hiring a HR Business Partner to partner directly with managers and team members while ensuring our most critical people processes run with consistency and integrity. This role sits at the intersection of manager coaching, employee relations, and process ownership, and is best suited for someone who is already supporting managers and navigating employee relations, and is looking to deepen into full HR Business Partner scope over time. This is a mid-level HRBP role with meaningful ownership and a strong growth path. You will: Support managers in navigating performance, feedback, and team dynamics Serve as a first point of contact for employee concerns and sensitive situations Own and run core people systems like performance cycles and engagement follow-through We are intentionally structured so that this role is not focused on HR operations. Our HR Operations team owns compensation, payroll, and benefits administration. This role partners closely with them, but is focused on: Coaching and advising managers Supporting employees through key moments and decisions Ensuring policies are applied clearly, consistently, and fairly As a small to mid-sized organization (~115 employees, ~30 managers), this role requires someone who is equally comfortable coaching through complex situations and owning the follow-through that ensures work actually gets done. If the Head of People sets direction, this role ensures it is applied clearly, fairly, and consistently across the company. What You’ll Do Manager Partnership and Coaching Partner directly with managers on performance conversations, feedback, and team effectiveness Coach managers through challenges including underperformance, team dynamics, and development planning Help managers translate company expectations into clear, actionable guidance for their teams Support preparation for calibration and ensure alignment in how performance is assessed Employee Relations and Support Serve as a first point of contact for employee concerns, questions, and early-stage grievances Navigate sensitive situations with care, sound judgment, and clear documentation Support conflict resolution and help address issues early before they escalate Partner with the Head of People on more complex or high-risk cases Performance and Engagement Systems Drive execution of performance review cycles  Track progress, ensure completion, and maintain calibration documentation Identify inconsistencies or risks and surface them early to leaders Own engagement survey logistics and ensure follow-through on action plans so feedback leads to visible change Leave, Accommodation, and Policy Guidance Serve as the primary consultative partner to managers and employees navigating leaves of absence, accommodations, and policy-related questions (FMLA, ADA, state programs) Provide clear guidance, set expectations, and support decision-making throughout these processes Partner closely with our HR Operations team, who owns benefits administration, payroll impacts, and documentation processing Ensure a consistent, compliant, and supportive experience while maintaining clarity on roles and responsibiliti