Senior HR Business Partner

Reports To: Head of People

Location: US-Remote

AL,AZ,CA,CO,CT,DC,FL,GA,ID,IL,IN,MA,MD,MI,MO,NC,NH,NJ,NV,NY,OH,OR,PA,RI,TN,TX,UT,VA,WA,WI

Type: Full-Time, Salary, Exempt

About Digital Media Solutions

Digital Media Solutions (DMS) is a performance-driven digital marketing company that connects consumers and brands through data, technology, and proprietary media solutions. We operate in high-volume, transaction-intensive markets and manage multiple revenue streams across our portfolio.

We work closely with clients to deliver measurable outcomes through analytics, optimization, and disciplined execution. As a private equity backed company, we are focused on building operational rigor, improving revenue quality, and driving EBITDA growth while staying nimble in a fast-moving market.

About This Role

We are looking for a Senior HR Business Partner to join our People team and support an organization of approximately 175 employees. This is a hands-on, relationship-driven role for someone who is equally comfortable coaching a senior leader through a tough conversation and rolling up their sleeves to work through a complex ER situation.

You will partner with leaders across Operations, Tech, Product, and Go-to-Market, own employee relations end to end, and bring real L&D thinking to the capability gaps you see. This is not a support role. It is a true partnership role, and we are looking for someone who leads with curiosity, earns trust quickly, and gets things done.

Why Join DMS?

You will have real scope here. Direct access to senior leadership, meaningful influence over how we build and support our teams, and the autonomy to do HR work that actually moves the needle. If you are looking for a role where you can own your space and make a real impact, this is it.

What You'll Do

Strategic Partnership

• Be the go-to HR partner for leaders across the business. Build real relationships, understand the work, and show up as a credible advisor.

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• Help leaders understand what is going on with their teams. Identify risks early and help them act on it.
• Translate business needs into people solutions. Partner with the Head of People on org design, workforce planning, and talent strategy.

Employee Relations

• Own employee relations from start to finish. Conduct fair, thorough investigations and see them through to resolution.
• Handle complex situations with good judgment. You know when to move fast and when to slow down.
• Look beyond individual cases to identify trends and bring insights to leadership so we are solving root causes, not just symptoms.
• Keep documentation tight and processes consistent.

Coaching and Manager Enablement

• Coach managers and leaders on the real stuff: feedback, performance, team dynamics, and difficult conversations.
• Build manager capability over time, not just in the moment. Think programmatically as well as one on one.
• Be the person leaders come to when they are not sure what to do. Hold space and help them find a path forward.

Learning and Development

• Spot capability gaps and figure out the right intervention, whether that is a program, a facilitator, or a conversation.
• Facilitate sessions yourself when it makes sense. Leadership development, team effectiveness, feedback and coaching, etc.
• Connect learning to outcomes. We invest in development that actually changes how people work.

Culture and Org Effectiveness

• Help us maintain a strong, inclusive culture across a fully remote workforce.
• Use engagement data and your own observations to flag what is working and what is not.
• Support leaders and employees through change. We move fast and people need a steady partner.
• Contribute to culture initiatives that reflect who we are and where we are going.

Requirements

What You Bring

• 7+ years in HR, with at least 3 years as an HRBP
• Experience supporting Operations, Tech, Product, and GTM teams in a remote or distributed environment
• Demonstrated employee relations expertise: you have handled real investigations and hard conversations.
• A coaching mindset: people trust you with the messy stuff.
• L&D experience: you know how to diagnose a gap and find the right solution. You do not need to be an instructional designer.
• Good judgment and discretion. You know what stays in the room.
• Clear communicator. You can influence without authority and build trust fast.
• Comfortable in fast-moving, high-growth, or PE-backed environments
• PHR, SPHR, SHRM-CP, or SHRM-SCP a plus but not required

COMPENSATION:

The anticipated annual base salary for this position is $140,000 - $160,000. Actual compensation may vary based on work experience, education, and skill level.