Coupang is reimagining the shopping experience with the goal of wowing each customer from the instant they open the Coupang app to the moment an order is delivered to their door.

Powered by an outstanding end-to-end e-commerce and logistics network and a fanatical culture of customer centricity, Coupang has broken tradeoffs around speed, selection and price. Today, we provide exceedingly fast shipping speeds on millions of items including fresh groceries, delivered within hours nationwide, 365 days a year.

We are doing this for millions of consumers in Korea, one of the world’s largest and fastest growing e-commerce markets. Korea is currently the 5th largest e-commerce market in the world.

Role Overview

Coupang is looking for a dynamic and strategically minded Senior Human Resources Business Partner who thrives in a fast-paced environment. As a site Senior Human Resources Business Partner, this individual will have a proven track record of success in partnering with business leaders to help develop and implement people strategies. They will support business goals and initiatives by ensuring relevant people capabilities and organizational effectiveness based on business understanding, as well as drive results in a way that is consistent with Coupang’s leadership principles.

Reporting to the HR Director, the Senior HR Business Partner will provide coaching, direction and counsel to people managers and business leaders as well as all levels of employees to proactively anticipate, prevent and resolve people issues. They will utilize empathetic listening and conflict resolution skills to resolve workplace concerns and ensure fair treatment of all associates. Through collaboration with others, they will help build and maintain a people focused culture and manage effective strategies in the areas of recruitment, training and development, employee relations, safety labor compliance, worker's comp, compensation benefits administration and performance management.


What You Will Do

  • Deliver results in a fast-paced environment with a high-volume workload supporting HR functions and operations leadership
  • Lead compliance and employee relation investigations; effectively summarize findings and recommendation in written reports
  • Coach and develop leaders focused on best-in-class people practices; train operations leaders on HR policies, procedures, best practices, and HR programs that foster a healthy and productive work environment  
  • Proactively identify HR/ER risks, derive and implement countermeasures on-site, and provide feedback to achieve stable on-site management
  • Maintain positive employee engagement by focusing on employee communications, engagement activities, and career development
  • Champion Diversity, Equity & Inclusion efforts to educate and promote awareness, and ensure an inclusive work environment         
  • Partner closely with the on-site leadership team to optimize workforce management and HR planning.
  • Facilitate new hire orientation and help ensure a complete and positive on-boarding experience                                                 
  • Duties and responsibilities may be added, deleted and/or changed at the discretion of management

Basic Qualifications

  • Bachelor’s degree in human resources management or business-related field; SPHR, PHR, and/or workplace investigation related certifications such as AWI or SC-LP-WPI a plus                     
  • 10+ years of progressive human resources experience with increasing level of responsibility within a fast paced, high-growth environment
  • Functional expertise across general areas of HR including HR Investigations, Employee Relations, Change Management, Diversity and Inclusion, Talent and Performance Management, and Employment Law.
  • Ability to motivate, mentor a team, drive the agenda, and empower the team to deliver a high-volume of high-quality work that exceeds expectations
  • Demonstrated success in collaborating, building, and executing with others for success in a fast-paced and dynamic environment with aggressive growth goals.
  • Prior experience supporting large hourly employee client groups 500+ (e.g., distribution, manufacturing, or service industry environments) preferred
  • Excellent writer, presenter, and communicator with ability to provide expert level advice and coaching to management
  • Experience with HRIS, reporting, analysis, market data systems, and performance management systems
  • Self-starter who can work independently in a fast-paced, ambiguous environment
  • High attention to detail with the ability to manage multiple ongoing activities. Excellent organizational and interpersonal skills

Preferred Qualifications

  • Spanish speaking

Coupang is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex or gender (including pregnancy, gender identity, gender expression, sexual orientation, transgender status), national origin, age, disability, medical condition, HIV/AIDS or Hepatitis C status, marital status, military or veteran status, use of a trained dog guide or service animal, political activities, affiliations, citizenship, or any other characteristic or class protected by the laws or regulations in the locations where we operate. If you need assistance and/or a reasonable accommodation in the application or recruiting process due to a disability, please contact us at


Apply for this Job

* Required


U.S. Equal Opportunity Employment Information (Completion is voluntary)

Individuals seeking employment at Coupang are considered without regards to race, color, religion, national origin, age, sex, marital status, ancestry, physical or mental disability, veteran status, gender identity, or sexual orientation. You are being given the opportunity to provide the following information in order to help us comply with federal and state Equal Employment Opportunity/Affirmative Action record keeping, reporting, and other legal requirements.

Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.

Race & Ethnicity Definitions

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.

Form CC-305

OMB Control Number 1250-0005

Expires 05/31/2023

Voluntary Self-Identification of Disability

Why are you being asked to complete this form?

We are a federal contractor or subcontractor required by law to provide equal employment opportunity to qualified people with disabilities. We are also required to measure our progress toward having at least 7% of our workforce be individuals with disabilities. To do this, we must ask applicants and employees if they have a disability or have ever had a disability. Because a person may become disabled at any time, we ask all of our employees to update their information at least every five years.

Identifying yourself as an individual with a disability is voluntary, and we hope that you will choose to do so. Your answer will be maintained confidentially and not be seen by selecting officials or anyone else involved in making personnel decisions. Completing the form will not negatively impact you in any way, regardless of whether you have self-identified in the past. For more information about this form or the equal employment obligations of federal contractors under Section 503 of the Rehabilitation Act, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at

How do you know if you have a disability?

You are considered to have a disability if you have a physical or mental impairment or medical condition that substantially limits a major life activity, or if you have a history or record of such an impairment or medical condition.

Disabilities include, but are not limited to:

  • Autism
  • Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, or HIV/AIDS
  • Blind or low vision
  • Cancer
  • Cardiovascular or heart disease
  • Celiac disease
  • Cerebral palsy
  • Deaf or hard of hearing
  • Depression or anxiety
  • Diabetes
  • Epilepsy
  • Gastrointestinal disorders, for example, Crohn's Disease, or irritable bowel syndrome
  • Intellectual disability
  • Missing limbs or partially missing limbs
  • Nervous system condition for example, migraine headaches, Parkinson’s disease, or Multiple sclerosis (MS)
  • Psychiatric condition, for example, bipolar disorder, schizophrenia, PTSD, or major depression

1Section 503 of the Rehabilitation Act of 1973, as amended. For more information about this form or the equal employment obligations of Federal contractors, visit the U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) website at

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.