Human Resources Business Partner

DEVELOPMENTAL PATHWAYS INC•Aurora, CO

3d•Hybrid

About The Position

Developmental Pathways (DP) has an opportunity for a Human Resources Business Partner (HRBP) in our Human Resources Department. The Human Resources Business Partner will serve as a consultative partner to leaders, supporting team effectiveness, leadership capability, and organizational alignment. This role will focus on proactive engagement, coaching, and driving consistency in people practices, while partnering with the Employee Relations Specialist on complex or sensitive matters. If you love building strong teams, elevating leaders, and making workplaces better every day, join us at DP - where people-first isn’t just a phrase, it’s how we work, lead, and grow together. This role offers a 4-day, 40-hour work week, Monday-Thursday. DP operates a primarily hybrid work environment with in-person requirements at our Colorado office. The frequency of on-site work varies by department and is subject to change based on operational needs.

Requirements

Bachelor's degree in Human Resources or related field
Two (2) to four (4) years of experience in Human Resources, including business partner or generalist experience
Experience working directly with leaders to support team and organizational effectiveness
Strong business partnership and consultative skills
Ability to coach and influence leaders at multiple levels
Strong judgment and problem-solving ability
Excellent communication and interpersonal skills
Ability to navigate ambiguity and complex team dynamics
Demonstrated working knowledge of federal and Colorado state employment laws, including FMLA, ADA, FLSA, Colorado FAMLI, and applicable U.S. Department of Labor and Colorado Department of Labor and Employment regulations
Personal vehicle in good operating condition for use during work as appropriate
Valid Colorado motor vehicle license and proof of motor vehicle insurance
Ability to meet our driving requirements - no suspensions/ no more than two tickets in the past three years
Upon request, qualifying need, and approval, driving requirements may be waived in lieu of reliable transportation.

Nice To Haves

SHRM-CP, PHR, or similar certification
Experience working in a non-profit industry
Strong written and oral communication skills
Strong presentation skills, with the ability to distill complex ideas into clear, engaging narratives for diverse audiences, ranging from executive stakeholders to non-technical team members, using compelling visuals and confident delivery

Responsibilities

Build leadership and manager capability by establishing ongoing, consultative partnerships through regular touchpoints to understand team dynamics, identify risks early, and provide proactive guidance and support
Coach leaders on performance management, employee engagement, team effectiveness, and leadership practices
Lead and advise leaders on employee and team challenges by determining appropriate strategies, guiding resolution approaches, and partnering closely with the Employee Relations Specialist to direct and support execution of case-specific actions
Partner with leaders to address employee relations themes, focusing on sustained behavior change, team effectiveness, and long-term improvement
Reinforce consistent application of HR policies, practices, and expectations across teams
Identify trends, risks, and opportunities within teams and ensure follow-through with leaders on action that improves effectiveness, engagement, and retention
Partner with leaders on organizational design, role clarity, and team structure to align with business needs
Leverage HR systems and processes effectively, proactively identifying improvement opportunities and supporting ongoing optimization efforts
Partner closely with HR functional teams, including Talent Acquisition, Total Rewards, Learning & Organizational Development, and Culture & Engagement, to ensure coordinated delivery of HR programs and a consistent, high-quality employee experience across the business
Support the implementation of HR initiatives, including engagement efforts and policy changes, ensuring alignment and adoption across teams
Reinforce leader accountability in applying accommodations effectively within team operations and partnering appropriately with the Employee Relations Specialist
Collaborate with Employee Relations Specialist on complex or high-risk situations, ensuring alignment in approach and communication
Translate employee data (including exit, new hire feedback, and employee relations trends) into actionable plans with leaders to improve team effectiveness, retention, and employee experience
Act as a trusted advisor to leaders, balancing employee experience, business needs, and organizational priorities
Perform other related duties as assigned