HINGE IS THE DATING APP DESIGNED TO BE DELETED

In today’s digital world, finding genuine relationships is tougher than ever. At Hinge, we’re on a mission to inspire intimate connection to create a less lonely world. We’re obsessed with understanding our users’ behaviors to help them find love, and our success is defined by one simple metric– setting up great dates. With millions of users across the globe, we’ve become the most trusted way to find a relationship, for all.

IF YOU REQUIRE REASONABLE ACCOMMODATION TO COMPLETE A JOB APPLICATION, PRE-EMPLOYMENT TESTING, OR A JOB INTERVIEW OR TO OTHERWISE PARTICIPATE IN THE HIRING PROCESS, PLEASE LET YOUR TALENT ACQUISITION PARTNER KNOW.

Hing

ABOUT THE ROLE

We’re seeking a systems-minded, strategic HR Business Partner to guide leaders and teams through scale, change, and complexity. This role partners directly with senior business leaders to align people and organizational strategies with our most pressing business priorities — with a focus on building sustainable systems, enabling coaching-based leadership, and stewarding thoughtful change.
You’ll work cross-functionally with Org Development (OD) and People Operations to design high-impact solutions that improve how we operate, collaborate, and grow. This is an embedded, strategic role that sits at the table with leaders and helps shape the organization’s evolution.

RESPONSIBILITIES

• Advise senior leaders with context: Serve as a trusted advisor to senior leaders, grounding guidance in business context, team dynamics, and organizational health.
• Coach leaders to think systemically: Help leaders navigate people-related trade-offs by fostering strategic, systems-level thinking.
• Develop leadership capabilities: Guide growth through ongoing coaching, feedback, and targeted capability-building efforts.
• Scale manager development programs: Partner with OD to expand coaching labs, enablement initiatives, and trust-building interventions.
• Uncover root causes: Diagnose systemic patterns—not just symptoms—using data, observations, and contextual understanding.
• Shape structural design: Collaborate with Org Development on role clarity, interfaces, spans and layers, and decision-making pathways.
• Model systems thinking: Lead by example in managing interdependencies and anticipating ripple effects across functions and programs.
• Strategize through change: Serve as a thought partner for leaders navigating reorgs, team evolution, and strategic pivots.
• Embed change frameworks: Apply methodologies like Bridges or ADKAR to ensure clarity, communication, and adoption.
• Support org transitions collaboratively: Co-create change strategies with OD and People Ops to enable smooth leader and team transitions.
• Drive performance programs: Lead calibrations, development planning, and growth initiatives alongside OD and People Ops.
• Coach for accountability: Enable managers to give candid feedback, manage underperformance, and foster psychological safety.
• Champion cultural consistency: Reinforce culture through leadership behavior, manager effectiveness, and people practices.
• Resolve complex ER issues: Handle sensitive matters in collaboration with Legal and People Ops, ensuring fairness and trust.
• Mediate high-stakes conflict: Support teams and managers through behavioral challenges and interpersonal conflict.
• Spot risk early: Identify emerging performance or behavior risks and guide mitigation strategies.
• Proactively manage ER risk: Enable managers to address issues through documentation, coaching, and culture alignment.
• Address team-level dynamics: Partner with OD to solve root causes of ER issues like low trust or poor psychological safety.