Employee Applicant Privacy Notice Who we are: Shape a brighter financial future with us. Together with our members, we’re changing the way people think about and interact with personal finance. We’re a next-generation financial services company and national bank using innovative, mobile-first technology to help our millions of members reach their goals. The industry is going through an unprecedented transformation, and we’re at the forefront. We’re proud to come to work every day knowing that what we do has a direct impact on people’s lives, with our core values guiding us every step of the way. Join us to invest in yourself, your career, and the financial world. The role: As a Senior People Business Partner at SoFi, you will serve as a strategic advisor and advocate for both the business and our employees. In this pivotal role, you will partner with Financial Services and Borrow/Operations Engineering leadership to drive influence and solve complex organizational challenges with scalable, high-impact solutions. What you’ll do: - Partner with leaders to advise and influence the creation of measurable, actionable strategic plans. - Act as an objective resource and champion for the Engineering team and broader employee population. - Manage complex employee relations with discretion, providing executive coaching and facilitating constructive feedback loops. - Leverage deep HR expertise to lead initiatives in org design, compensation, performance management, D&I, and employee development. - Drive data-informed decision-making using people analytics and organizational health metrics. - Execute strong judgment and discretion to ensure positive, professional outcomes. - Champion the company culture by embodying and promoting "The SoFi Way." - Cultivate robust, collaborative relationships with key stakeholders across the organization. - Collaborate with People Team Centers of Excellence (CoEs) to execute strategic initiatives and support business goals. What you’ll need: - 6+ years as an HR Business Partner with specific HR knowledge in organizational design and development; compensation; performance management; employee engagement; employment law; employee relations; diversity and inclusion; training & employee development; immigration; systems and tools - BA/BS degree in HR, Business, or a related field; or equivalent practical experience. - Demonstrated success influencing and leading at all levels of a corporate hierarchy. - Expertise in building rapport and tailoring communication to diverse audiences while navigating sensitive situations. - Sharp business acumen with the ability to identify risks and opportunities to drive successful results. - Proficiency in utilizing AI tools to enhance productivity and HR deliverables. - Proven experience as a leadership coach, driving accountability and aligning stakeholders with competing interests. - Superior problem-solving skills with a focus on creating scalable organizational processes. - Exceptional agility, resilience, and the ability to thrive in a fast-paced environment. - Strong verbal and written communication skills. - A high level of accountability and a consistent track record of delivering measurable results. Nice to have: - Prior experience in the technology or financial services sectors. - Experience supporting Engineering or Product management organizations. - PHR, SPHR, or SHRM certifications. - Hands-on experience with Workday or similar HRIS platforms. Compensation and Benefits The base pay range for this role is listed below. Final base pay offer will be determined based on individual factors such as the candidate’s experience, skills, and location. To view all of our comprehensive and competitive benefits, visit our Benefits at SoFi page! SoFi provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion (including religious dress and grooming practices), sex (including pregnancy, childbirth and related medical conditions, breastfeeding, and conditions related to breastfeeding), gender, gender identity, gender expression, national origin, ancestry, age (40 or over), physical or medical disability, medical condition, marital status, registered domestic partner status, sexual orientation, genetic information, military and/or veteran status, or any other basis prohibited by applicable state or federal law.The Company hires the best qualified candidate for the job, without regard to protected characteristics.Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records.New York applicants: Notice of Employee RightsSoFi is committed to an inclusive culture. As part of this commitment, SoFi offers reasonable accommodations to candidates with physical or mental disabilities. If you need accommodations to participate in the job application or interview process, please let your recruiter know or email accommodations@sofi.com.Due to insurance coverage issues, we are unable to accommodate remote work from Hawaii or Alaska at this time.Internal Employees If you are a current employee, do not apply here - please navigate to our Internal Job Board in Greenhouse to apply to our open roles.

• Own assigned portions of the onboarding workflow • Process employee benefits transactions in Workday • Support annual open enrollment activities • Coordinate routine accommodation process steps • Maintain accurate employee records and files • Fulfill simple reporting requests • Support routine policy and process interpretation • Support EOR employee lifecycle transactions • Serve as a first point of contact for routine employee questions • Manage assigned employee inquiries and service requests through Freshservice • Maintain and improve process documentation, job aids, and knowledge base content • Identify opportunities to reduce manual work • Analyze employee inquiry trends and recommend improvements • Support People Ops projects and cross-functional initiatives

• Own the hiring system. • Improve how the hiring processes work: oversee retrospectives after each round, address recurring mistakes, restructure or close rounds that aren't converging, and flag when our compensation structure isn't competitive. • Support headcount planning with the COO. • Help turn the org’s growth plan into a hiring plan: which roles open when, in what order, what each round realistically takes. Flag early when the plan and reality diverge, for example when a round is going to slip a quarter and dependent hires need resequencing. • Own the candidate experience. • Set the standard for how Epoch presents itself to the talent market — job descriptions, careers page, outreach, rejections — and ensure every candidate, hired or not, leaves with a positive impression of Epoch. • Own the hiring manager experience. • Make it easy, quick, and frictionless for researchers, engineers, and other senior staff to launch and run hiring rounds. Protect their time. • Report on the funnel. • Own the metrics that tell us whether hiring is working — time-to-hire, source-of-hire, offer-accept rate — and translate them into action, surfacing negative results early, like when hires from a round keep leaving and the role needs a different JD. • Be a trusted advisor to leadership. • Advise on org design, leveling, and sensitive personnel decisions, handled with discretion and empathy. • Help our talent develop once they're inside. • Work with the COO and managers on how we develop people after they join: performance review cycles, manager support and materials, and whatever staff need to keep growing at Epoch. • Own the onboarding system. • Spot weaknesses, drive improvements, and anticipate what onboarding needs to look like at twice our size. • Own benefits, payroll, and our HR providers. • Make sure staff concerns are resolved quickly, and own the provider strategy: what we use, on what terms, and when to switch. • Own compliance, contracts, and visas. • Own employment compliance across the jurisdictions where we employ staff, review contract templates and terms, and take the visa sponsorship escalations, flagging risk decisions to the COO. • Own the handbook and internal policies. • Set the standard for what makes the handbook useful to staff, and own the policies in it. • Shape organizational culture as we scale. • Steward the practices, rituals, and feedback processes that keep Epoch a place where talented people do their best work. • Oversee the events function. • Set the goals our events serve and shape the calendar around them: which events earn their place, where to invest more, and when to try new formats as Epoch's needs change. • Scale the function with the org. • As the events calendar grows, add contractors or headcount as needed, and make sure repeatable processes make each event easier than the last. • Manage the People team.

• Own HR Operations for North America across the employee lifecycle, while partnering on selected global processes and initiatives. • Lead operational excellence across employee changes, leaves, separations, compliance, documentation, and employee support. • Own and improve core HR systems, workflows, and operating infrastructure with a focus on scale, usability, control, and reliability. • Translate policy into clear, workable processes and build durable operating practices, documentation, and governance. • Strengthen workflows for contractors, consultants, advisors, and other non-employee populations. • Manage and develop junior HR Operations team members, creating clarity, accountability, and stronger execution across the team. • Partner closely with the People Team, Talent Acquisition, Finance, Legal, IT, Security, and other stakeholders to improve how work moves across the business. • Identify friction, reduce manual work, and introduce practical uses of AI, automation, and agentic workflows to improve quality, speed, and scale. • Help the function evolve for the future by building infrastructure that can support a more complex organization over time, including periods of rapid growth, change, or integration. • Lead on select sensitive employee relations matters including investigations, policy review, and decision making • Drive strategic projects and programs to make us more future ready (ex: roadmap for tech stack changes, new global time off policies)