Remote People Business Partner Jobs
Remote People Business Partner jobs are in active demand at remote-first companies and large distributed teams, including employers like STIO, CBRE, and Safelite, from junior to senior. Scan the live roles below and apply to whichever ones fit.
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Showing 5 of 7+ Remote People Business Partner jobs
ABOUT US
Stio® is an omni-channel mountain brand that designs, develops and sells beautiful, functional, and innovative apparel, footwear and other accessories infused with the soul of the mountain lifestyle. With headquarters in Jackson, Wyoming, Stio draws inspiration from the surrounding Teton Range and offers product via Stio.com, catalog, B2B and its Mountain Studio® retail locations.
We live and love mountain life, and as such see ourselves as caretakers of the resources that provide it. We are proud partners of Protect Our Winters and the Conservation Alliance among many other organizations. We have a strong preferred materials platform, use Bluesign® approved textiles wherever possible, audit our supply chains for best practices, and operate our workplaces responsibly.
We think that outside is the best side and that you can’t improve on nature. It’s good for mind, body and soul, and it’s our responsibility to help enable access for all people, regardless of race, gender, beliefs, background or ability. We strive for inclusion at Stio and in our local and national communities.
YOUR ROLEAt Stio, our people are the heartbeat of the brand. As our People & Culture Business Partner, you’ll be the first person employees and managers turn to — whether they’re starting their first day, navigating a tough conversation, or looking for clarity on a compliance question. You’ll champion a consistent, high-quality experience across our 220+ person team and 25 states, building the kind of trust that makes Stio a place people want to stay.
This role sits at the intersection of people, process, and policy. You’ll own day-to-day employee relations, recruiting operations for corporate roles at the manager level and below, and the compliance infrastructure that keeps our multi-state footprint protected. You’ll work closely with the Director of People & Culture on complex matters and partner with managers across the business to build their confidence as people leaders.
If you’re someone who thrives on variety, loves solving people problems before they become bigger ones, and brings both warmth and rigor to HR work — this role was built for you.
YOUR RESPONSIBILITIESEmployee Relations
- Serve as the primary HR point of contact for employees and managers, providing guidance on HR policies, employee relations matters, and workplace concerns
- Triage, investigate, and resolve employee relations issues with discretion, consistency, and care
- Partner with the Director of People & Culture on complex investigations, performance matters, and separations
- Serve as the HR partner for our retail Mountain Studio locations, supporting our Retail Area Managers and Mountain Studio Managers on day-to-day people matters
- Manage workers’ compensation claims from filing through return-to-work, serving as the primary liaison with our carrier
Talent & Performance
- Own recruiting operations, including job postings, interview coordination, and offer management; partner with the Director on Director and above hiring
- Deliver a consistent, high-quality onboarding experience that sets new hires up for success from offer acceptance through their first 90 days
- Support managers with performance coaching, documentation, and performance improvement plans; partner with the Director on Director and above matters
- Facilitate promotions and compensation change communications in partnership with the Director of People & Culture
Compliance & Policy
- Monitor federal and state employment law changes across 25 states and maintain Stio’s compliance documentation and handbooks in real time
- Serve as the first responder for policy questions from employees, including wage and hour, leave, and workplace policy
- Own annual harassment prevention training compliance, including state-specific requirements across all locations
- Maintain required workplace postings and ensure compliance with federal and multi-state posting obligations
Process Ownership
- Own the end-to-end onboarding and offboarding process for corporate employees, ensuring a smooth experience and clean handoffs across the team
- Administer leave of absence programs in accordance with federal and state law, serving as the primary point of contact for employees
- Maintain compliance documentation, new hire paperwork, and HR records with accuracy and appropriate confidentiality
- Identify opportunities to improve HR processes, reduce manual lift, and create more consistent experiences across the employee lifecycle
- Embody commitment to our company mission, vision, and values
Requirements
Required Qualifications
- 5+ years of progressive HR experience; HRBP, HR Generalist, or People Operations background strongly preferred
- Experience supporting multi-state workforces; working knowledge of employment law across multiple jurisdictions
- Experience partnering with retail teams or supporting a multi-location retail environment is required
- Experience managing investigations, performance issues, employee separations, and performance management processes, including PIPs and performance reviews.
- Experience with recruiting operations and ATS management; Workable experience is a plus
- Strong communicator and relationship builder; comfortable working with managers and employees at all levels
- Highly organized with the ability to manage multiple priorities in a fast-moving, people-centered environment
- Proficiency in Google Suite, Asana, and HRIS systems; ADP Workforce Now experience a plus
- Genuine love for the outdoors and alignment with Stio’s mission, vision, and values
- Experience working with ADP, Workable, and Easy Llama.
- SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
- Based in Jackson Hole, Wyoming, Salt Lake City, Utah, or Denver, Colorado.
- This role requires occasional travel to Stio's HQ, retail locations, hub locations, or company events approximately once per quarter
- Medical, Dental Vision plans
- Company Paid Long Term Disability
- Employee Assistance Program
- 401k with Match
- Generous paid time off policies
- Company CultureI Committee
- Gear test, perks, and more
We provide competitive compensation packages, inclusive of base pay, incentives and benefits. The base salary range for this role is $80,000-$95,000. It would not be typical for someone to be hired at the top end of the range for the role, as actual pay will be determined based on several factors including experience, skills, and qualifications.
This job description is not necessarily an exhaustive list of all responsibilities, skills, duties, requirements, efforts, or working conditions associated with the job. While this is intended to be an accurate reflection of the current job, we reserve the right to revise the job or to require that other or different tasks be performed. Stio is an equal opportunity employer of all qualified individuals, including minorities, BIPOC, LGBTQ+, veterans & individuals with disabilities.
ABOUT US
Stio® is an omni-channel mountain brand that designs, develops and sells beautiful, functional, and innovative apparel, footwear and other accessories infused with the soul of the mountain lifestyle. With headquarters in Jackson, Wyoming, Stio draws inspiration from the surrounding Teton Range and offers product via Stio.com, catalog, B2B and its Mountain Studio® retail locations.
We live and love mountain life, and as such see ourselves as caretakers of the resources that provide it. We are proud partners of Protect Our Winters and the Conservation Alliance among many other organizations. We have a strong preferred materials platform, use Bluesign® approved textiles wherever possible, audit our supply chains for best practices, and operate our workplaces responsibly.
We think that outside is the best side and that you can’t improve on nature. It’s good for mind, body and soul, and it’s our responsibility to help enable access for all people, regardless of race, gender, beliefs, background or ability. We strive for inclusion at Stio and in our local and national communities.
YOUR ROLEAt Stio, our people are the heartbeat of the brand. As our People & Culture Business Partner, you’ll be the first person employees and managers turn to — whether they’re starting their first day, navigating a tough conversation, or looking for clarity on a compliance question. You’ll champion a consistent, high-quality experience across our 220+ person team and 25 states, building the kind of trust that makes Stio a place people want to stay.
This role sits at the intersection of people, process, and policy. You’ll own day-to-day employee relations, recruiting operations for corporate roles at the manager level and below, and the compliance infrastructure that keeps our multi-state footprint protected. You’ll work closely with the Director of People & Culture on complex matters and partner with managers across the business to build their confidence as people leaders.
If you’re someone who thrives on variety, loves solving people problems before they become bigger ones, and brings both warmth and rigor to HR work — this role was built for you.
YOUR RESPONSIBILITIESEmployee Relations
- Serve as the primary HR point of contact for employees and managers, providing guidance on HR policies, employee relations matters, and workplace concerns
- Triage, investigate, and resolve employee relations issues with discretion, consistency, and care
- Partner with the Director of People & Culture on complex investigations, performance matters, and separations
- Serve as the HR partner for our retail Mountain Studio locations, supporting our Retail Area Managers and Mountain Studio Managers on day-to-day people matters
- Manage workers’ compensation claims from filing through return-to-work, serving as the primary liaison with our carrier
Talent & Performance
- Own recruiting operations, including job postings, interview coordination, and offer management; partner with the Director on Director and above hiring
- Deliver a consistent, high-quality onboarding experience that sets new hires up for success from offer acceptance through their first 90 days
- Support managers with performance coaching, documentation, and performance improvement plans; partner with the Director on Director and above matters
- Facilitate promotions and compensation change communications in partnership with the Director of People & Culture
Compliance & Policy
- Monitor federal and state employment law changes across 25 states and maintain Stio’s compliance documentation and handbooks in real time
- Serve as the first responder for policy questions from employees, including wage and hour, leave, and workplace policy
- Own annual harassment prevention training compliance, including state-specific requirements across all locations
- Maintain required workplace postings and ensure compliance with federal and multi-state posting obligations
Process Ownership
- Own the end-to-end onboarding and offboarding process for corporate employees, ensuring a smooth experience and clean handoffs across the team
- Administer leave of absence programs in accordance with federal and state law, serving as the primary point of contact for employees
- Maintain compliance documentation, new hire paperwork, and HR records with accuracy and appropriate confidentiality
- Identify opportunities to improve HR processes, reduce manual lift, and create more consistent experiences across the employee lifecycle
- Embody commitment to our company mission, vision, and values
Requirements
Required Qualifications
- 5+ years of progressive HR experience; HRBP, HR Generalist, or People Operations background strongly preferred
- Experience supporting multi-state workforces; working knowledge of employment law across multiple jurisdictions
- Experience partnering with retail teams or supporting a multi-location retail environment is required
- Experience managing investigations, performance issues, employee separations, and performance management processes, including PIPs and performance reviews.
- Experience with recruiting operations and ATS management; Workable experience is a plus
- Strong communicator and relationship builder; comfortable working with managers and employees at all levels
- Highly organized with the ability to manage multiple priorities in a fast-moving, people-centered environment
- Proficiency in Google Suite, Asana, and HRIS systems; ADP Workforce Now experience a plus
- Genuine love for the outdoors and alignment with Stio’s mission, vision, and values
- Experience working with ADP, Workable, and Easy Llama.
- SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
- Based in Jackson Hole, Wyoming, Salt Lake City, Utah, or Denver, Colorado.
- This role requires occasional travel to Stio's HQ, retail locations, hub locations, or company events approximately once per quarter
- Medical, Dental Vision plans
- Company Paid Long Term Disability
- Employee Assistance Program
- 401k with Match
- Generous paid time off policies
- Company CultureI Committee
- Gear test, perks, and more
We provide competitive compensation packages, inclusive of base pay, incentives and benefits. The base salary range for this role is $80,000-$95,000. It would not be typical for someone to be hired at the top end of the range for the role, as actual pay will be determined based on several factors including experience, skills, and qualifications.
This job description is not necessarily an exhaustive list of all responsibilities, skills, duties, requirements, efforts, or working conditions associated with the job. While this is intended to be an accurate reflection of the current job, we reserve the right to revise the job or to require that other or different tasks be performed. Stio is an equal opportunity employer of all qualified individuals, including minorities, BIPOC, LGBTQ+, veterans & individuals with disabilities.
See All 7 Remote People Business Partner Jobs
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Find JobsRemote People Business Partner Job Market
Who's Hiring
- STIO3
- CBRE1
- Safelite1
- AssetWatch1A
- Credit Acceptance1
Top Industries Hiring
- Automotive1
- Construction & Real Estate1
- Banking & Financial Services1
- Investment & Asset Management1
What Employers Look For
The qualifications that appear most often in remote people business partner jobs.
- Bachelor's degree in human resources, business administration, or a related field
- 5 or more years of progressive HR generalist or HR business partner experience
- Demonstrated experience advising senior leaders on people strategy and organizational design
- Proficiency in an HRIS platform such as Workday, SAP SuccessFactors, or similar systems
- Strong knowledge of employment law, performance management, and employee relations practices
- PHR, SPHR, SHRM-CP, or SHRM-SCP certification preferred by many employers
Tips for Your Remote People Business Partner Job Search
Quantify your HR impact concretely
People business partner resumes that stand out tie your work to outcomes: headcount supported, retention shifts, time-to-fill improvements, or engagement score changes. Recruiters screen dozens of generalist HR resumes, so numbers tied to specific business units catch attention faster than responsibility lists.
Match your resume to the business model
A fast-scaling tech startup expects a people business partner to own full-cycle HR for a business unit, while a large enterprise often wants deep expertise in one domain like labor relations or succession planning. Read the job description for clues and mirror that framing in your resume's summary.
Apply early to roles that fit
Migrate Mate lists people business partner openings from across the United States in one place, so you can find roles that match and apply directly to each listing.
Prepare a business acumen story
Interviewers for people business partner roles almost always ask how you've influenced a business decision, not just an HR process. Prepare two or three examples where your workforce data, org design recommendation, or people strategy shifted a leader's direction in a measurable way.
Target openings at your exact org size
The scope of a people business partner role differs sharply between a 200-person company and a 20,000-person enterprise. Filter openings by employee count or funding stage where possible, and tailor your cover letter to the complexity and autonomy level that matches your experience.
Negotiate scope before you negotiate title
In people business partner offers, the ratio of employee headcount you support, access to senior leadership, and budget authority matter more than title alone. Ask directly how many employees you'll support, which business units, and whether you'll have a seat at leadership team meetings before accepting.
Remote People Business Partner Jobs: Frequently Asked Questions
How do I get a remote people business partner job?
Target companies that already run distributed teams, since they hire remotely by default and know how to onboard someone they never meet in person. Remote people business partner employers screen hard for self-direction and clear written communication on top of the core skills, so show evidence you can own work without someone over your shoulder. Apply to the openings above that match your experience.
Which companies hire remote people business partners?
Remote people business partner roles are posted by STIO, CBRE, and Safelite and others right now, based on current remote listings on Migrate Mate as of June 2026. Remote-first firms and large companies running distributed teams post the most remote people business partner roles.
Can you get a remote people business partner job with no experience?
Yes, but it is harder than an on-site role, because remote work expects you to operate independently from the start. Entry-level remote people business partner openings do exist, especially at remote-first companies, and a portfolio of real work helps more than a long resume. Applying broadly to the roles that fit improves your odds.
Do you need a degree for remote people business partner jobs?
Not always. Many employers hire remote people business partners on demonstrated skills and prior work rather than a specific degree, though some larger companies still prefer one. Showing relevant results matters more than a credential for most remote people business partner roles.
Which industries hire the most remote people business partners?
Most remote people business partner openings sit in Automotive, Construction & Real Estate, and Banking & Financial Services, per current remote listings on Migrate Mate as of June 2026. These sectors run distributed teams and hire people business partners remotely most consistently.
See All 7 Remote People Business Partner Jobs
Find roles that match your experience and apply in just a few clicks.
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