Human Resources Business Partner

Dallas Arboretum & Botanical Garden•Dallas, TX

22d

About The Position

The Human Resources Business Partner (HRBP) is a trusted People & Culture professional who supports a positive, engaged, and high-performing workplace for compensated employees and volunteers. As a member of the People & Culture team, the HRBP helps implement people programs and practices while ensuring consistency, compliance, and alignment with the organization's mission and values. The HRBP partners with employees and managers on recruitment, talent development, workforce challenges, and policy interpretation. The role assists with workplace investigations, difficult conversations, change management, and employment-related matters, maintaining confidentiality and sound judgment. The position calls for strong HR expertise, employment law knowledge, emotional intelligence, and business acumen. Success includes building trusted relationships, resolving workplace concerns, enhancing engagement, mitigating risk, and fostering a positive culture where employees and volunteers can thrive. The estimated start date is January 4, 2027.

Requirements

Demonstrated expertise in HR compliance, employment law, and risk management, including interpreting and applying policies and regulations, protecting confidential information, and exercising sound judgment in sensitive situations.
Ability to assist with employee and organizational crises using a people-first, business-minded approach.
Strong emotional intelligence, empathy, and ability to navigate sensitive situations and facilitate difficult conversations while maintaining trust and professionalism.
Demonstrated proficiency using HR data and analytics to support stakeholders, inform strategic discussions, and drive decision-making.
Strong experience with HR technology platforms, including HRIS, ATS, Microsoft Office, and Google Workspace, to streamline processes, improve data integrity and reporting, and support information security and compliance.
At least three years of experience handling complex workplace issues, conducting investigations, and resolving sensitive employee concerns.
Ability to navigate ambiguity and use sound judgment to make effective HR recommendations.
Business acumen and understanding of organizational operations and the nonprofit sector, along with effective project, organizational, and time management skills.
Extensive knowledge of HR principles and best practices, including compensation, talent acquisition, employee development, and retention.
Exceptional communication and relationship-building skills, including the ability to interpret and communicate HR policies, influence stakeholders, and collaborate with employees and leaders at all levels.

Nice To Haves

Bachelor's degree in Human Resources Management, Business Administration, Organizational Leadership, Psychology, Political Science, or a similar field.
HR certification such as SHRM-CP/SCP, HRCI-PHR/SPHR, or HRIS.
Eight or more years of people management experience as a member of an HR and/or Volunteer Management team; nonprofit experience preferred.

Responsibilities

Lead talent acquisition activities, including recruitment and employee retention initiatives; work with hiring managers to understand open positions, screen resumes, conduct interviews, and lead onboarding and orientation.
Maintain accurate and confidential employee records, audits, and documentation.
Design and configure the HRIS and system processes, including employee changes, performance reviews, and required training.
Use HRIS, ATS, badge systems, and other technology platforms to maintain employee data, generate reports, and improve HR processes.
Train and educate employees on system-related products.
Monitor and compile accurate HR metrics, workforce data, and trends to support reporting, compliance, and informed decision-making.
Serve as a liaison and partner closely with IT and the IT Service Desk.
Draft formal communications and flyers for the workforce.
Coordinate and assist with delivering employee training programs and events related to compliance, engagement, workplace conduct, performance management, and professional development.
Partner with managers to address workforce challenges and propose HR solutions supporting departmental and organizational goals.
Contribute to HR projects and cross-functional initiatives and ensure timely completion of deliverables.
Assist with employee relations investigations and resolve workplace concerns, conflicts, performance issues, procedures, and employment-related matters; identify risks and corrective actions.
Build and maintain effective communications with management and employees, providing coaching and guidance on performance management, timekeeping, and onboarding.