HR Business Partner, Product

At Sonos we want to create the ultimate listening experience for our customers and know that it starts by listening to each other. As part of the Sonos team, you’ll collaborate with people of all styles, skill sets, and backgrounds to realize our vision while fostering a community where everyone feels included and empowered to do the best work of their lives. Sonos is the leading sound experience company. We believe sound should fill every part of your life. Our wireless home sound system makes it simple to enjoy listening to music, movies, and podcasts in every room. We're looking for passionate individuals to join our team and help us shape the future of sound. This Role is a Hybrid Position This position is considered hybrid, allowing for a combination of remote work and in-office collaboration. Qualified applicants must live within commuting distance of our downtown Boston office and should expect to be in office a minimum of 3 days per week. We're looking for someone who finds energy in the work itself. Someone who finds real satisfaction in doing the fundamentals well - the manager coaching session, the hard feedback conversation, the follow-through after a difficult situation - and who understands that this is where HR credibility is built and genuine impact is had. Not by having all the answers, but by being present, dependable, and genuinely invested in the people you support. You'll start by supporting frontline managers in our Hardware organization, with scope that could grow into adjacent orgs over time. If you're interested in deepening your experience in the HR Business Partner role and want to put your head down, do the work, and grow fast alongside people who will stretch you — this is the role. What Success Looks Like  The best People Partners find meaning in the fundamentals. They know that a well-coached manager, a hard conversation handled early, or a pattern spotted in the data is where real impact lives. They're curious about what's actually happening beneath the surface - because sometimes what a manager brings you isn't always the root of the problem. They earn trust through consistency and good judgment, and they know when to solve something themselves versus when to bring others in. What You'll Do Learning the Business Understanding the business isn't a nice-to-have, it's foundational to doing this work well. Invest in learning how the Product org operates: the team structures, the priorities, what success looks like for the managers you support. The best HR partners understand the business context behind every people decision. Frontline Manager Partnership Be the primary HR point of contact for a portfolio of frontline managers in Product. Build real relationships, the kind where managers call you before things become problems. Show up consistently and be someone they trust. Always-On Performance Management Coach managers on how to identify high and low performance and manage their teams to clear expectations, not just during review cycles, but continuously. Help them build confidence having hard conversations early, documenting well, and following through. This is a core part of the role, every day. Manager Fundamentals Regardless of where a manager is in their journey, they continuously need support nailing the fundamentals - giving feedback, running effective 1:1s, handling team dynamics, setting clear expectations. You'll be the go-to resource for managers working to sharpen these skills in real time. Change Management Support Support your client group through organizational change - communications, questions, uncertainty - in partnership with other Product People Partners. You're not running change strategy solo; you're executing it well on the ground and being a steady presence for your managers. Programs & Performance Cycles Partner with other Product People Partners on performance cycles and other enterprise-wide People programs and initiatives. You'll be a key part of making these land well for your client group. Operational Excellence Stay on top of the full range of day-to-day HR work: backfills, policy questions, headcount request, and other partnership with centers of excellence. Prioritize well, follow through, and know when to escalate.  Using Data  Get comfortable with the people data available to you (headcount, attrition signals, performance trends, engagement indicators). Begin to spot patterns, and use what you're seeing to have better conversations with managers and flag risks early. What You’ll Need: Qualifications Basic Qualifications Some experience in HR, People Operations, or a related field — enough to have a working foundation Strong work ethic; comfortable with volume, pace, and ambiguity Organized and detail-oriented — managing multiple relationships and workstreams simultaneously Clear communicator, written and verbal Able to handle confidential information with discretion Preferred Qualifications Experience in a business partner or generalist HR role Exposure to performance management, employee relations, or manager coaching Demonstrated ability to build trust and relationships quickly Comfortable standing up for your point of view in difficult conversations Thrives under pressure; resilient when things don't go as planned Genuine curiosity about how businesses work and how people practices connect to business outcomes Comfortable working with data - able to read and interpret people metrics and use them to inform decisions and conversations Inclusion: Research shows that some candidates may not apply for roles if they don't meet all the criteria. If you don’t have 100% of the skills listed, we still strongly encourage you to apply if interested. Visa Sponsorship: Sonos is unable to sponsor or take over sponsorship of an employment visa for this role at this time. We ask that applicants be authorized to work for us in cou