Asks for

The ad says“Strong analytical and data orientation, including interpreting people data, identifying trends or risks, and using insights to influence decisions.”
The ad says“Experience with HR systems / people operations infrastructure such as ATS, HRIS, onboarding, payroll, benefits administration, and vendor management.”
The ad says“Experience with HR systems / people operations infrastructure such as ATS, HRIS, onboarding, payroll, benefits administration, and vendor management.”
The ad says“Deep knowledge across core HR disciplines such as talent management, org design, employee relations, performance management, retention, and change management.”
The ad says“Deep knowledge across core HR disciplines such as talent management, org design, employee relations, performance management, retention, and change management.”
The ad says“7–12+ years of progressive HR / People experience, including significant experience in HRBP or People Operations roles; one role specifically asks for leadership of complex global teams.”
The ad says“Experience with HR systems / people operations infrastructure such as ATS, HRIS, onboarding, payroll, benefits administration, and vendor management.”
The ad says“Understanding of labor/employment law and, for the operations role, strong familiarity with HR controls, audit readiness, compliance, and ideally SOX-related environments.”
The ad says“Deep knowledge across core HR disciplines such as talent management, org design, employee relations, performance management, retention, and change management.”
The ad says“Experience with HR systems / people operations infrastructure such as ATS, HRIS, onboarding, payroll, benefits administration, and vendor management.”
The ad says“7–12+ years of progressive HR / People experience, including significant experience in HRBP or People Operations roles; one role specifically asks for leadership of complex global teams.”
The ad says“Deep knowledge across core HR disciplines such as talent management, org design, employee relations, performance management, retention, and change management.”
The ad says“Deep knowledge across core HR disciplines such as talent management, org design, employee relations, performance management, retention, and change management.”
The ad says“Deep knowledge across core HR disciplines such as talent management, org design, employee relations, performance management, retention, and change management.”

Beacon is building the essential technology infrastructure for the everyday economy: the businesses, organizations, and services that make real life work, and that mainstream tech has largely left behind. We acquire, operate, and grow vertical market software companies — niche, founder-built businesses serving industries that are often overlooked and too profitable to ignore.

Our model is simple: we seek out founders who have built their business by spending years understanding their market and prioritizing their customers' specific needs. We buy great businesses, invest in their continued growth, and hold them permanently — accelerating that growth with an AI-native platform built specifically for vertical market software. No mandate to cut, flip, or roll up into something unrecognizable.

We are not a financial firm. We are technology entrepreneurs and operators who believe the most important businesses in the world are already running quietly in industries most people never think about. Our job is to find them, support the people who built them, and make them better.

Beacon is backed by a diverse base of investors, with $550M+ raised to date, including General Catalyst, Lightspeed, D1 Capital, CPMG, the family offices of the founders of Stripe, DoorDash, and Ramp, and evergreen funds built for the long game.

About the Role

This is an exciting and entrepreneurial opportunity to join a fast-paced technology company with a very significant growth trajectory. Beacon Software is looking for an experienced HR Business Partner, with a background working for a high growth technology company. This individual will manage and oversee the HR function, at Beacon and across our acquired companies. This role is suited for an entrepreneurial individual with a strong HR and people’s operations background. The role involves building and subsequently optimizing processes, working across companies, and building/improving the company’s existing HR processes. The individual will report to Beacon's VP Business Operations and will work closely with the company's COO & CPO as well as the Group CPO’s across the different industry pods where Beacon owns companies.

To succeed in this role, this individual should be an enthusiastic and energetic self-starter with strong attention to detail. The ability to multitask and manage multiple projects at the same time will be an important asset. We are seeking a collaborative professional who likes to put forward suggestions and ideas on how to improve the status quo and create best-practices. Teamwork and positivity are key foundations of this growing finance group’s culture and ethos. As Beacon continues to grow, there is significant opportunity for growth, both individually and for the HR department.

Responsibilities

Partner closely with the executive team to align Beacon’s people strategy aligned with business priorities and execution - both at the parent level of Beacon, in addition to the businesses Beacon partners with.
Build and drive annual or multi-year people, org, and talent strategies tied to business goals.
Advise leaders on talent planning, retention, leadership capability, and change management.
Coach managers and leaders on performance management, feedback, development planning, employee engagement, and leading through change.
Own or support employee relations matters, including performance issues, conflict resolution, and sensitive employee concerns.
Run or improve core people programs such as onboarding, performance cycles, review processes, manager calibrations, compensation planning, engagement surveys, and career frameworks.
Oversee and improve end-to-end People Operations across the workforce lifecycle, from candidate and hiring operations through onboarding and offboarding.
Own workforce data integrity and operational controls, including documentation, auditability, and readiness for compliance or SOX-relevant requirements.
Oversee People systems and vendors, including ATS, HRIS, onboarding, payroll, and benefits tools, ensuring reliability and strong handoffs.

Qualifications

7–12+ years of progressive HR / People experience, including significant experience in HRBP or People Operations roles; one role specifically asks for leadership of complex global teams.
Bachelor’s or Master’s degree preferred, especially in an HR-related field, or equivalent experience.
Strong business acumen and the ability to translate business strategy into people, org, and talent decisions.
Proven experience partnering with senior leaders, executives, founders, or C-suite stakeholders on complex organizational and people topics. Working across multiple offices / geographies is a plus.
Deep knowledge across core HR disciplines such as talent management, org design, employee relations, performance management, retention, and change management.
Strong analytical and data orientation, including interpreting people data, identifying trends or risks, and using insights to influence decisions.
Experience designing or improving org structures, talent strategies, and workforce planning to support scale, speed, and reduced friction.
Experience leading organizational change and building change leadership capability in others.
Strong relationship-building and influence skills across HR, cross-functional partners, leadership teams, managers, and employees.
Excellent judgment, emotional intelligence, tact, calm under pressure, and the ability to navigate sensitive situations with trust and empathy.
Ability to thrive in fast-paced, ambiguous, high-growth environments and adapt as priorities shift.
Builder/operator mindset: able to create scalable structure, processes, and systems while staying pragmatic and flexible.
Experience coaching leadership teams and managers, including performance, feedback, career development, and leadership effectiveness.
Strong written, verbal, and interpersonal communication skills, including comfort working with async and global teams.
Understanding of labor/employment law and, for the operations role, strong familiarity with HR controls, audit readiness, compliance, and ideally SOX-related environments.
Experience with HR systems / people operations infrastructure such as ATS, HRIS, onboarding, payroll, benefits administration, and vendor management.
Experience supporting distributed or global teams is a plus.
Curiosity and willingness to use AI tools.

What You Will Get From Beacon

Dedicated mentor.
Demonstrated interest in learning about different businesses across diverse industries.
Learn directly from entrepreneurs who have scaled businesses from seed-to-$10B+ IPOs.
Operate in an environment that encourages initiative and rapid development.
Strong development of interpersonal and presentation skills.
Unique work environment which combines a high growth technology startup and a long term buy/hold private equity investment firm.

Our Values at Beacon Software

Humility: We acknowledge that the path to getting to the right answer involves being wrong along the way. We have strong beliefs which are weakly held. We actively seek new ideas and believe we can learn from anyone at any time.
Honesty: We are truth seeking in our approach to business problems. Business is a repeat game and we believe that human relationships generate alpha. We understand that trust is earned over a lifetime and can be lost in an instant.
Hunger: We play to win. We hold ourselves to high standards and will not be outworked. We take pride in having a deep sense of responsibility to ourselves, each other, our partners, and our customers. We believe to whom much is given much is expected.
Horizon: We seek to build a generational software company. This will take decades. We manage our expectations and those of our partners to take advantage of the 8th wonder of the world - compounding growth.

How We Use AI in Our Hiring Process: To ensure transparency, we want candidates to know that Beacon Software uses Artificial Intelligence and AI-enabled tools to assist with screening, reviewing, organizing and highlighting profiles and applications that match the key requirements for each role.

AI does not make hiring decisions: Every application is reviewed by a member of our team, and all decisions throughout the process are made by humans. We use AI to support efficiency and consistency, not to replace human judgment. We are committed to a fair, thoughtful, and equitable experience for every candidate.