Genuine commitment to Islamic values and their authentic application in a modern workplace, and to building inclusive practices that honor diverse backgrounds within shared values.
5–8 years of progressive HR experience, including at least 2 years in a Generalist or HRBP role at an organization with 100–300 people; experience carrying real cases and cycles rather than only supporting them.
Working experience across recruiting, onboarding, employee relations, benefits administration, and performance, with practical fluency in each area.
Experience partnering directly with managers, coaching them through difficult conversations, and knowing when to escalate.
Strong grounding in United States employment law for everyday situations, including classifications, leave, accommodation, terminations, and documentation.
Hands-on HRIS experience, preferably with Rippling; comparable system experience is welcome, with a track record of using tooling and automation to replace manual work.
Comfort with Slack, ClickUp, and Confluence, or ability to learn them quickly.
Experience turning informal or scattered HR practices into documented, repeatable systems.
Responsibilities
Serve as the day-to-day People partner to Research, Content/Media, Engineering & Product, and Operations, and the first point of contact for questions about hiring, performance, employee relations, and team health.
Coach managers through routine and difficult conversations, including performance feedback, conflict, accommodation requests, and departures.
Handle employee-relations cases from intake through investigation, documentation, and resolution, escalating to the Director of People when warranted.
Interpret policy consistently across functions and identify policies that are unclear, missing, or out of date.
Partner with hiring managers on recruiting intake, job postings, screening, interview coordination, and offers.
Own new-hire and exit experiences, including paperwork, Rippling setup, equipment coordination with IT, orientation, and exit interviews.
Administer review cycles, track completion, support managers through calibration, and coordinate development conversations.
Manage open enrollment, benefits questions, leave administration, and routine compensation adjustments; execute the cycle while setting the framework with the Director of People.
Maintain Rippling as the source of truth by cleaning data, building and maintaining workflows, automating manual steps, and running reports on demand.
Manage People-function operations in ClickUp and keep the policy and process library current and discoverable in Confluence.
Use Slack as the primary intake channel for People questions and respond quickly, kindly, and consistently.
Document informal practices as written processes that managers can follow.
Track and report People metrics, including headcount, time-to-fill, turnover, and case volume.
Maintain compliance with employment-law basics, including I-9s, classifications, leave, posting requirements, and record keeping, and flag issues early.
Support culture practices and tarbiya rhythms that make the workplace values-aligned, in collaboration with the Director of People.
Desired Qualifications
Experience in mission-driven organizations, nonprofits, social impact organizations, or values-driven companies.
Recruiting depth, particularly for knowledge-worker roles in research, content, engineering, or product.
PHR, SHRM-CP, or equivalent certification.
Experience in Islamic, faith-based, or interfaith organizations.
Familiarity with AI or automation tooling for HR workflows, including screening, drafting, and document handling.
Full-Time: 40 hours/week
About Yaqeen Institute
Yaqeen is a nonprofit on a mission to pioneer Islamic research in creative, cutting-edge formats tailored to meet people where they are — dismantling doubt through well-researched truth, nurturing conviction by strengthening belief with practical and spiritual guidance, and inspiring contribution by reviving our tradition of faithful changemakers, insha’Allah.
About the role
Yaqeen has grown to roughly 130 people, with HR practices that need to be continuously evolved for the future. The Senior HR Business Partner & Generalist is the operational backbone. The trusted partner managers come to, the person who runs the employee lifecycle end to end, and the one who turns informal practices into clean, documented, repeatable systems.
This is not a pure-execution generalist role and it is not a pure-HRBP role, it is both. You will draft offer letters and resolve employee-relations cases in the same week, and run onboarding in Rippling while coaching a manager through a hard conversation in the same day. Reporting to the Director of People, you work directly with managers across every function. If that range energizes you, at a mission-driven organization where Islamic values and human dignity sit at the center of the work, this is the role for you.
What you'll do
HR Business Partnership (across all departments)
Be the day-to-day People partner to Research, Content/Media, Engineering & Product, and Operations, the first call for hiring, performance, employee relations, and team-health questions.
Coach through routine and difficult conversations: performance feedback, conflict, accommodation requests, and departures.
Handle employee-relations cases end to end, intake, investigation, documentation, resolution, escalating to the Director of People when warranted.
Interpret policy consistently across functions and surfaces where policy is unclear, missing, or out of date.
Full employee lifecycle execution
Recruiting: partner with hiring managers on intake, job postings, screening, interview coordination, and offers.
Onboarding & off boarding: own the new-hire and exit experience, including paperwork, Rippling setup, equipment coordination with IT, orientation, and exit interviews.
Performance & development: administer review cycles, track completion, support managers through calibration, and coordinate development conversations.
Compensation & benefits administration: manage open enrollment, benefits questions, leave administration, and routine comp adjustments. Executing the cycle while setting the framework with the Director of People.
Operations, systems & documentation
Make Rippling the source of truth: clean data, build and maintain workflows, automate manual steps, and run reports on demand.
Manage People-function operations in ClickUp and keep the policy and process library current and discoverable in Confluence.
Use Slack as the primary intake channel for People questions - fast, kind, and consistent.
Document what currently lives in people’s heads, turning informal practices into written processes managers can actually follow.
Track and report simple People metrics (headcount, time-to-fill, turnover, case volume) so the function operates on data, not impressions.
Compliance & culture
Keep Yaqeen compliant on employment-law basics — I-9s, classifications, leave, posting requirements, record keeping, and flag issues early.
Support culture practices and tarbiya rhythms that make the workplace genuinely values-aligned, in collaboration with the Director of People.
Qualifications
Required
Mission alignment: genuine commitment to Islamic values and their authentic application in a modern workplace, and to building inclusive practices that honor diverse backgrounds within shared values.
5–8 years of progressive HR experience, with at least 2 years in a Generalist or HRBP role at a 100–300 person organization. You have carried real cases and real cycles, not just supported them.
Full-lifecycle range: working experience across recruiting, onboarding, employee relations, benefits administration, and performance. Solid practical fluency in each.
HRBP fluency: you’ve partnered directly with managers (not just executives), can coach through hard conversations, and know when to escalate.
Strong US employment-law grounding for everyday situations — classifications, leave, accommodation, terminations, documentation.
Hands-on HRIS experience (Rippling preferred; comparable system experience welcome), with a track record of using tooling and automation to replace manual work.
Operating-system fluency: comfortable in Slack, ClickUp, and Confluence, or able to ramp on them quickly.
Process-building instinct: you’ve taken informal or scattered HR practices and turned them into documented, repeatable systems.
Preferred Skills
Experience in mission-driven organizations, nonprofit, social impact, or values-driven companies.
Recruiting depth, particularly for knowledge-worker roles (research, content, engineering, product).
PHR, SHRM-CP, or equivalent certification.
Experience in Islamic, faith-based, or interfaith organizations.
Familiarity with AI / automation tooling for HR workflows (screening, drafting, document handling).
Assignment
Resume plus a brief note (a few paragraphs is fine) on a process or system you took from messy to working. We’re looking for evidence of how you think about cleaning things up, not a polished essay.
Yaqeen Institute embraces a philosophy that values and promotes diversity. Our goal is to attract, develop, retain, and advance a talented and diverse workforce within a culture where all employees are empowered to reach their fullest potential.
Please note that all career opportunities at Yaqeen Institute are subject to a three-month probationary period, during which we assess performance, alignment with our values, and mutual fit to ensure long-term success in the role.