HR Business Partner

Catapult Learning•Philadelphia, PA

6h•$120,000

About The Position

The HR Business Partner (HRBP) serves as a strategic thought partner and change leader for School Solutions, aligning people strategy with the organization’s mission to improve student outcomes through exceptional educational services. This role connects talent, culture, and performance strategies to business results, ensuring scalable and future-ready HR practices that drive organizational effectiveness and employee engagement across a multi-state footprint. The HRBP partners with division executives, academic leaders, and field managers to influence decision-making, strengthen leadership capability, and shape a culture of accountability, belonging, and high performance. Our ideal HRBP would be: A connector. The ideal HR Business Partner is a hands-on, forward-thinking people leader who balances strategy with heart. They understand the fast-paced, mission-driven world of education and connect HR priorities like development, engagement, and compliance to what matters most: student success. They build strong relationships with leaders, offer practical and proactive solutions, and use data to guide decisions. Trusted, empathetic, and adaptable, this HRBP influences with credibility, drives accountability, and makes HR a true business partner, not just a process.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Education, or related field; Master’s preferred.
HR certification strongly preferred (SPHR, SHRM-SCP, or equivalent).
7–10 years of progressive HR experience, including 3–5 years in a business partner or strategic HR role.
Demonstrated success influencing senior leaders in multi-state or matrixed environments.
Strong command of employment law, organizational design, and change management.
Analytical acumen with the ability to interpret data and translate insights into strategy.

Nice To Haves

Experience within education or mission-driven service industries strongly preferred.

Responsibilities

Serve as a strategic advisor to academic and operational leadership, embedding HR strategy into business planning and execution
Translate business needs into people priorities, balancing strategic foresight with day-to-day execution.
Partner cross-functionally with HR Operations, Talent, and Academics to ensure talent strategies directly support student-impact goals.
Leverage workforce analytics from Power BI as well as survey insights to identify emerging trends, predict risks, and develop data-driven action plans.
Act as a culture carrier, always advocating for values alignment, inclusive leadership, and continuous improvement across all levels.
Lead workforce planning and succession strategies that ensure depth and readiness of key roles.
Partner with leaders to drive an outcomes-based performance management culture that emphasizes accountability, feedback, and growth.
Design and deliver leadership and soft-skills training, fostering scalable learning experiences that build organizational bench strength.
Support the creation of career pathways and development frameworks to strengthen retention and internal mobility.
Co-lead strategic initiatives such as mentoring, stay interviews, and leadership roundtables to enhance engagement and inclusion.
Drive division-wide engagement strategies through survey analytics, action planning, and measurable improvements in belonging and trust.
Serve as a champion of our value of “inclusive”, embedding inclusive practices in day-to-day HR handling, recognition, and development programs.
Assist the HR Operations and Talent teams in redesigning onboarding and early-tenure experiences to accelerate connection, clarity, and contribution for new hires.
Assist the HR Operations and Talent teams in elevating the employee value proposition (EVP) and celebrate organizational impact.
Collaborate with HR Centers of Excellence (HR Ops, Benefits, Payroll, Legal, HRIS) to deliver seamless, high-quality employee support.
Ensure compliance with all state and federal laws while driving process modernization and standardization.
Coach leaders through complex employee relations scenarios, ensuring fairness, risk mitigation, and cultural consistency.
Use ER trend data to identify root causes, implement preventive strategies, and build leader confidence in early intervention.
Support organizational design and change efforts tied to business growth, acquisitions, and school transitions.