Human Resources Business Partner

inc•Brooklyn, NY

9d•Onsite

About The Position

Founded in 1866, Brooklyn Community Services (BCS) empowers children and families to reach their full potential, strengthen families, and foster self-sufficiency in adults. With programs in multiple locations throughout Brooklyn, BCS serves thousands of individuals and families each year. The HR Business Partner (HRBP) serves as a strategic and hands-on Human Resources partner to assigned programs, departments, and people managers across Brooklyn Community Services. The HRBP builds strong relationships with managers and employees, provides coaching and HR guidance, identifies workforce needs and organizational trends, and supports effective and consistent people practices throughout the organization. The HRBP works closely with HR leadership and other members of the Human Resources team to strengthen manager effectiveness, employee engagement, retention, performance management, and organizational effectiveness. The position also supports the development and continuous improvement of HRBP practices, tools, processes, and resources that align Human Resources support with the evolving needs of BCS.

Requirements

Minimum of 5 years of progressive Human Resources experience, including experience in an HR Business Partner, HR Generalist, Employee Relations, or similar role.
Demonstrated experience coaching and advising managers on employee relations, performance management, and workforce matters.
Experience supporting organizational change, employee engagement, retention, talent management, and workforce initiatives.
Working knowledge of federal, New York State, and New York City employment laws and HR best practices.
Strong relationship-building and consultation skills with the ability to establish credibility and trust with managers, employees, and organizational leadership.
Strong coaching, problem-solving, and conflict-resolution skills.
Ability to balance strategic HR partnership with hands-on support and execution.
Strong written and verbal communication skills.
Ability to identify workforce trends, assess organizational needs, and develop practical recommendations and solutions.
Demonstrated ability to exercise sound judgment and discretion when handling confidential and sensitive employee matters.
Ability to manage multiple priorities and adapt to changing organizational needs.

Nice To Haves

Experience working in nonprofit, social services, human services, healthcare, or a similarly complex organization is preferred.
Experience with HRIS and other Human Resources technology preferred.
SHRM-CP, SHRM-SCP, PHR, SPHR, or similar Human Resources certification is a plus.

Responsibilities

Serve as a strategic HR partner and primary HR resource for assigned programs, departments, and people managers.
Build strong working relationships with managers and employees to understand operational priorities, workforce needs, and employee-related challenges.
Conduct ongoing stakeholder listening and assessment to identify HR needs, organizational trends, concerns, and opportunities for improvement.
Provide timely, practical, and consistent HR guidance and consultation to people managers.
Coach managers on employee management practices, communication, performance expectations, feedback, documentation, and workplace concerns.
Support managers in strengthening employee engagement, retention, accountability, and overall team effectiveness.
Provide guidance and support regarding employee relations matters and partner with HR leadership on complex or sensitive employee concerns.
Assist managers with performance management, corrective action, performance improvement plans, coaching, and related documentation.
Identify emerging employee relations trends and escalate significant or recurring concerns to HR leadership as appropriate.
Promote consistent application of organizational policies, procedures, and HR practices across assigned programs and departments.
Partner with managers to identify staffing priorities, workforce needs, and organizational challenges.
Support recruitment and talent acquisition activities based on organizational and departmental needs.
Partner with hiring managers to understand position requirements and assist with recruitment, candidate evaluation, selection, and hiring processes as needed.
Support effective onboarding and integration of new employees in partnership with other members of the Human Resources team.
Identify opportunities to strengthen employee engagement, retention, communication, and the overall employee experience.
Support managers and employees through organizational changes, program transitions, restructuring, and other workforce initiatives.
Identify immediate HR needs and quick wins as well as longer-term opportunities for organizational improvement.
Provide HR leadership with observations, recommendations, and insights regarding recurring workforce and organizational themes.
Support the development and continued refinement of the BCS HR Business Partner model.
Develop and maintain HRBP operating practices, communication methods, tools, resources, and workflows.
Establish regular communication and check-ins with assigned managers and departments to maintain a proactive HR partnership.
Develop and maintain documentation that supports consistent HRBP practices and service delivery.
Identify lessons learned and recommend improvements to HR processes, manager resources, and HR service delivery.
Assist with developing frameworks and resources that clarify responsibilities, expectations, and decision-making between Human Resources and people managers.
Partner with HR leadership and other HR team members on manager training, organizational development, workforce planning, and other HR initiatives.
Maintain confidentiality and exercise appropriate judgment and discretion when handling sensitive employee and organizational matters.
Perform other duties as assigned.