About the role

About Amplify Amplify helps teachers bring delight and rigor to students every day. We have become a leader in K–12 literacy, biliteracy, math, and science by building inspiring teaching and learning experiences based on research. The Amplify Classroom platform combines curriculum, assessment, and supplemental learning into one coherent high-quality instructional system. A pioneer in education since 2000, Amplify has developed deep relationships in states and districts by partnering with educators to drive implementation quality and improved outcomes. Today, Amplify serves more than 18 million students and teachers across all 50 states and on six continents. For more information, visit Amplify.com http://amplify.com. Job Description Summary: The Human Resources Business Partner is an individual contributor who combines hands-on execution with proactive partnership across assigned client groups. Reporting to a Senior HR Business Partner, this role serves as a trusted advisor to managers and leaders, translating business priorities and workforce needs into practical people strategies and solutions. The HRBP operates with meaningful autonomy, builds strong relationships with stakeholders, coaches managers through a broad range of people matters, and uses data and business context to identify trends, anticipate needs, and recommend action. The ideal candidate is comfortable navigating ambiguity, managing competing priorities, and knowing when to independently resolve an issue versus partnering with or escalating to the Senior HRBP, Employee Relations, Legal, or other People teams. This role will support assigned client groups within Sales, Marketing, Product, and/or other business functions in a collaborative, matrixed, remote-first environment. The HRBP will independently own day-to-day HR partnership within a defined scope while providing visibility, recommendations, and escalation on complex or high-impact matters to the Senior HRBP. Essential Responsibilities - Provide independent, day-to-day HR partnership to assigned managers and employees, serving as a trusted resource for practical guidance and solutions. - Build a strong understanding of assigned client groups’ business priorities, workforce needs, organizational context, and culture to anticipate issues, identify opportunities, and deliver practical, consistent guidance. - Coach managers through routine and moderately complex performance, feedback, and talent matters, including goal setting, performance documentation, corrective action, Performance Improvement Plans (PIP), talent development, and succession planning. Help managers apply expectations consistently and communicate clearly with employees. - Identify themes and trends across employee relations matters, exit feedback, engagement signals, workforce data, and other people metrics. Use data and qualitative insights to identify opportunities, develop recommendations, and communicate clear, compelling narratives to the Senior HRBPs and the broader People team to inform proactive action. - Contribute to the design, implementation, and continuous improvement of People programs, processes, policies, and manager resources. Support company and departmental diversity, equity, inclusion, and accessibility goals through inclusive and equitable People team practices. - Manage routine to moderately complex employee relations matters from intake through resolution, including conducting or supporting investigations, maintaining thorough and objective documentation, assessing potential risk, and recommending practical resolution options. - Advise and coordinate on timely employee lifecycle actions including job changes, promotions, transfers, reorganizations, leaves, accommodations, and terminations. - Support organizational change initiatives, including reorganizations, team changes, role changes, and other workforce transitions, in partnership with Senior HRBPs and business leaders. Help assess people