HR (Human Resources) Business Partner

About this role

Built's Mission: Connect and simplify doing business in real estate.

Built is the AI-powered platform transforming the way real estate is financed, developed, and managed. Purpose-built for real estate and construction, Built began by fixing construction draw management for lenders and has grown into a comprehensive operating system addressing some of the industry’s most complex challenges. Today, Built is a partner to more than 350 lenders, over 80,000 borrowers and owners, and thousands of contractors, powering 86,000 active projects valued at more than $300 billion. Learn more at getbuilt.com . __________________________

Built is an AI-native company, and that's not just a product story - it's how we work. We're looking for an HR Business Partner who brings real HRBP experience and a genuine curiosity about what AI makes possible in the people function. You'll own a company-wide book of business, work directly alongside the VP, People, and use every tool available - including AI - to deliver a faster, sharper, more human HR experience across Built.

This is a high-visibility role with a clear growth path. You'll come in ready to run, grow into broader strategic responsibilities, and help raise the bar for how the People team operates.

What You'll Be Doing

Business Partnering

• Serve as the primary day-to-day HR contact for managers and employees across all of Built, covering the full employee lifecycle.

• Build relationships with people leaders that make you a trusted resource - someone they bring in early, not after things go sideways.

• Translate what you're hearing from your client groups into useful signal for the VP, People: team health trends, manager capability gaps, retention risks.

• Partner with the Sr. HR Generalist and VP, People to connect field-level observations to company-wide programs and initiatives.

Employee Relations

• Own ER cases independently: intake, investigation, documentation, recommendation, and resolution.

• Escalate appropriately when legal, compliance, or executive-level exposure is present. Know where the line is.

• Identify patterns across cases and surface them with recommendations - not just observations - to the VP, People.

Manager Enablement

• Coach managers through performance conversations, feedback delivery, and people decisions, with an emphasis on building their capability over time.

• Guide managers through corrective action and disciplinary processes with consistency, clear documentation, and sound judgment.

• Support manager onboarding and ongoing development touchpoints, helping new people leaders at Built ramp quickly.

• Help managers navigate AI-augmented team structures - including evolving role definitions, workflow changes, and workforce design shifts that come with an AI-native operating model.

People Programs

• Lead execution of cyclical People programs across the company: performance reviews, engagement survey action planning, calibrations, and comp cycle support.

• Contribute to workforce planning and headcount scenario discussions in partnership with Finance and Talent Acquisition.

• Identify org design friction - role clarity gaps, spans and layers issues, team structure misalignment - and bring solutions alongside the flag.

AI-Assisted HR Practice

• Use AI tools actively to compress cycle time on routine work: drafting communications, synthesizing survey or ER data, building manager resources, and prepping for difficult conversations.

• Design AI-assisted approaches for recurring People team work - prompts, templates, or playbooks - that you share with the broader team so the lift compounds.

• Apply clear judgment about when AI output needs human verification before acting on it. Know the difference.

Cross-Functional Contribution

• Partner with Talent Acquisition on role scoping, leveling decisions, and hiring process consistency.

• Collaborate with the Sr. HR Generalist to ensure programs and employee experience are seamless across the People team's work.

• Provide informal guidance to the HR Generalist on ER handling and process execution as you build into the role.

What We're Looking For

• Bachelor's degree (or equivalent) and 4-8+ years of progressive HR experience, with at least 2+ years in an HRBP or business-facing HR role.

• Demonstrated ability to handle complex employee relations matters independently; sound judgment; comfortable with ambiguity.

• Exceptional relationship-builder; trusted advisor to leaders and employees; communicates with clarity, empathy, and authority.

• Proficiency in HR data analysis and reporting; uses data to inform recommendations and tell compelling stories.

• Strong business acumen — understands how Built’s business makes money, what drives organizational performance, and how talent decisions connect to results in a SaaS fintech context.

• SHRM-CP or PHR certification preferred; experience with Rippling or comparable HRIS.

• Experience in a high-growth SaaS or fintech company is strongly preferred.

Built’s salary range for this position is $113,982 - $154,439 USD per year. The pay range is designed to accommodate upward mobility in the role, therefore it encompasses the full span of proficiency levels for this role and we believe that the midpoint of the range is competitive in the market. Salary is just one component of Built's total compensation package for employees; your total rewards package at Built will include equity, market-current medical, dental and vision coverage, an unlimited PTO policy, and other benefits. __________________________

Travel Requirement: Remote employees are expected to travel to Nashville (or a company-designated location) at least twice a year for gatherings like Connect Week. Additional travel may be required based on your role and business needs.

Perks:

• The rare opportunity to radically disrupt a $1.5T industry

• Competitive benefits including: uncapped vacation [US ONLY], medical, dental & vision insurance

• Robu

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