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The HR Business Partner serves as a strategic advisor to business leaders, providing guidance on people-related matters to drive organizational effectiveness and business results. Acting as a partner to leadership, this role delivers best-in-class HR support for assigned departments, ensuring alignment between people strategies and business objectives. This position is instrumental in helping people managers achieve results by leveraging expertise in development and coaching, knowledge of HR best practices, and deep understanding of business priorities to maintain a performance-driven and engaging culture in a rapidly growing company. The HR Business Partner helps leaders anticipate challenges with data-driven recommendations and expert strategic and technical HR advice that improves performance, retention, and organizational effectiveness, becoming a trusted advisor on all people matters. The HR Business Partner of Product, Marketing, and Academics will: Embed yourself within your assigned department, understanding their priorities, challenges, and people needs in order to translate them into action from a People perspective that supports the business as it grows; serve as a trusted partner and advisor to the team's senior leadership (e.g., Directors, VPs, and C-suite leaders) Provide expert guidance on organizational design, workforce planning, talent management, and succession planning to support business objectives Lead and advise on all aspects of performance management, including coaching managers on effective feedback, development conversations, promotions, and addressing performance issues Analyze workforce data, metrics, and trends to develop strategic recommendations that proactively address systemic issues Partner with Talent Acquisition to support strategic hiring needs based on deep understanding of current and future business requirements Collaborate with specialized HR team members to create, implement, and evaluate integrated HR solutions and programs aligned with both business objectives and strategy Ensure compliance with relevant legal requirements and provide policy interpretation as needed Support change management initiatives by developing communication plans and managing stakeholder engagement Work directly with managers and employees to improve working relationships, resolve conflicts, build morale, and increase productivity Identify training needs and partner with key stakeholders to design and implement effective development programs Contribute to continuous improvement of HR solutions, programs, and policies Maintain strict confidentiality when handling sensitive employee information and complex HR matters The ideal candidate has: A Bachelor's degree in Human Resources, Business Administration, or related field Minimum 5 years of progressive HR experience, including at least 3 years in a Human Resources Business Partner role Comprehensive knowledge across HR disciplines: compensation strategies, organizational development, employee relations, talent management, performance systems, and federal/state employment regulations SHRM-CP/SCP or HRCI PHR/SPHR certification preferred Proven business acumen with demonstrated ability to translate organizational objectives into effective people strategies Advanced consulting capabilities and experience influencing executive leadership Strong analytical skills, including expertise in leveraging HR metrics and data to inform strategic decisions Exceptional communication and relationship-building abilities across all organizational levels Demonstrated success in leading change management initiatives through organizational transitions In-depth understanding of employment legislation and contemporary HR best practices Why Join AoPS: This is a hybrid full-time position based at our headquarters in San Diego, CA. The hiring range for this position is $105k - $120k. Here are some things you can look forward to: Impact: This role will directly shape our culture of excellence, enabling Art of Problem Solving to develop talent while we grow our business impact Flexibility: Casual work environment with a hybrid work week and flexible scheduling Benefits: Multiple options for Medical, Dental and Vision plans Future Planning: 401(k) with company match Quality of Life: PTO Plan and supportive leadership that gives you the work-life balance you deserve Ease of Transition: Relocation bonus (if currently located outside of San Diego) Background Check: Please note that employment is contingent on the successful completion of a background check. Work Authorization: Please note that in order to be considered for this position you must be legally authorized to work in the US. We are unable to offer sponsorship, including STEM-OPT and H-1B. About AoPS: Art of Problem Solving (AoPS) is on a mission to discover, inspire, and train the great problem solvers of the next generation. Since 2003, we have trained hundreds of thousands of the country's top students, including nearly all the members of the US International Math Olympiad team, through our online school, in-person academies, textbooks, and online learning systems. While our primary focus has been math for most of our history, through the years we have expanded our unique problem solving curriculum into more subjects, such as language arts, science, and computer science.
Here's where they are, who's hiring them, and what to say in your interview.
27.322Jobs
5.920SG
62%EN
Singapore alone has 5,920 of them. India has 3,543. The US has 2,443. If you're looking at a marketing role, geography matters: check WorkMundi's location filters to see which regions match your visa status and timezone. Don't apply everywhere; apply where you can actually work.
Four employers are posting at scale: SIMPLE RECRUIT (1,205 jobs), ROYAL ORG PTE. LTD. (795), SKILLMATCH RECRUITMENT (435), and jobgether (371). If you see a job from one of these names, you're looking at a company that hires marketing roles repeatedly. That's a signal of stability—and a chance to learn their hiring patterns across multiple openings.
In your interview, expect this question: 'Tell us about a time you measured the success of a campaign.' Marketing hiring managers ask this because they want proof you think in metrics, not hunches. Come with a real example—conversions, clicks, revenue, engagement rate, cost per acquisition—pick the metric that mattered most. Show you track what you do.
16,882 of these 27,322 job ads have text written in English. That's the ad itself, not necessarily the language the job requires. Read the job description carefully to confirm what languages the role needs.
