Associate Human Resource Business Partner (HRBP)

Small Door is membership-based veterinary care designed with human standards that is better for pets, pet parents, and veterinarians alike. Through our membership model, we deliver exceptional care, 24/7 telemedicine, transparent pricing, and modern hospitality in thoughtfully designed, stress-free spaces. Founded in 2019 with our flagship location in Manhattan’s West Village, Small Door has quickly expanded across the East Coast. In July 2026, Small Door and Bond Vet merged to build a more connected, accessible, and compassionate veterinary care experience across routine, primary, and urgent care. The combined organization will span more than 55 clinics across major Northeast, Mid-Atlantic, and Midwest markets, serving over half a million pets. This role will play an important part in shaping the next chapter of our combined organization and advancing our shared mission to transform veterinary care. This role will play an important part in shaping the next chapter of our combined organization and advancing our shared mission to transform veterinary care. Role Overview We've grown from 13 clinics to nearly 60 and we're still growing, which means new clinics, new teams and new managers who need a great HR partner. You'll be that partner for a few of our smaller regions, working directly with regional and practice leaders. The day to day is employee relations, leaves and coaching managers. You'll report to our Sr. Director, HRBP and work alongside HRBPs aligned to our operations regions. This is a great role for someone with a few years in HR who is ready to own their own book and grow into a full HRBP. You'll need to live near one of our clinics and be in them regularly. Location-based: Northeast (must live near one of our clinics in NY, NJ, PA or MA)

What you’ll do

Partner with your regions. Be the go-to HR person for regional and practice leaders in a few smaller regions. Handle employee relations. Investigations, documentation, performance plans and terminations, with support on the more complex cases. Manage leaves. Own leaves of absence end to end, including FMLA, state leave and ADA accommodations, working with People Ops and Payroll. Coach managers. Help practice managers give feedback, have hard conversations and manage their teams day to day. Watch the trends. Keep an eye on turnover, engagement and ER themes in your regions, and bring forward what you see with a recommendation. Support new hires and new managers. Help make sure new team members are set up well in their first 90 days and new managers know what good looks like. Roll out people programs. Review cycles, policy changes, onboarding and engagement surveys in your regions. Stay compliant. Make sure practices in your regions follow state and local employment law. Get into the clinics. Spend real time on site so teams know you and trust you. How we’ll measure success ER cases closed well. Cases resolved on time, documented properly and handled consistently. Leaves handled right. Leaves processed accurately and on time, with no missed compliance steps. Turnover in your regions. Turnover and early tenure turnover in your regions, trending down. Manager confidence. Feedback from practice and regional leaders on how much you help. Clinic time. Regular, planned visits to every clinic in your regions.