Human Resources Business Partner - Confidential Search

Blackwell HR•Hockessin, DE

1d•$75,000 - $83,000•Onsite

About The Position

Blackwell HR’s nonprofit client is seeking a Human Resources Business Partner to serve as a trusted partner to directors, managers, and employees, and to help lead the day-to-day operations of its HR department. This hands-on role requires an experienced HR professional who can balance responsive service, sound judgment, and consistent execution across varied HR needs. The position is primarily on-site in Hockessin, Delaware, with occasional remote work. The HR Business Partner will advise managers on employee matters, collaborate with division leaders on hiring plans, administer leave and workers’ compensation claims, improve processes, coordinate recruitment, and prepare HR communications. The role spans detailed HR administration, employee-facing work, and higher-level problem solving. The position will help bring structure and better tools to HR operations by learning processes end to end, identifying bottlenecks, and improving workflows through technology, AI, and automation. The HR Business Partner will coordinate projects and shared workflows, maintain priorities and timelines, guide other HR team members on work within their areas of responsibility, and collaborate with organizational leaders to translate HR priorities into clear, repeatable processes. First-year priorities include formalizing recruitment processes; mapping, documenting, and improving core HR processes; reducing manual work with technology and automation; and strengthening internal communications. The organization is seeking someone who can independently manage multiple priorities in a highly collaborative environment and move work from planning through execution.

Requirements

4–6 years of progressive HR experience, including hands-on experience in employee relations, recruitment, leave and benefits administration, and HR operations.
Strong comfort with HR technology and digital tools, including ADP, Breezy, Leapsome, Asana, SharePoint, and Microsoft 365.
Experience using AI, automation, or other technology to improve workflows and reduce manual work.
Demonstrated experience managing full-cycle recruitment and partnering directly with hiring managers throughout the hiring process.
Strong organizational, project management, and analytical skills, including process analysis and practical process improvement.
Ability to manage competing priorities, maintain accuracy, and keep work moving without close supervision.
Ability to advise directors, managers, and employees, influence across teams, and provide practical HR guidance without direct authority.
Strong written, verbal, presentation, and facilitation skills, including the ability to communicate HR information to different employee audiences.
Working knowledge of employment law and HR compliance requirements, including leave administration, workers’ compensation, and employment recordkeeping.
Sound judgment and discretion when handling confidential information and sensitive employee matters.

Nice To Haves

Bachelor’s degree in Human Resources, Business Administration, Industrial-Organizational Psychology, Psychology, or a related field; equivalent relevant experience may be considered.
HR certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR.

Responsibilities

Partner with directors, managers, and employees, providing practical HR guidance on routine questions and complex, sensitive situations.
Learn how divisions operate and tailor HR support to their needs.
Review HR processes end to end, identify inefficiencies or outdated workflows, and redesign processes to be simpler and more consistent.
Organize projects, clarify ownership, and improve handoffs across HR and supported departments.
Identify and implement technology solutions, AI tools, automations, and workflow improvements that reduce manual work, connect systems, and improve HR efficiency.
Optimize existing HR tools, recommend new solutions when needed, and help managers and employees use technology effectively.
Lead full-cycle recruitment in partnership with hiring managers and division leaders, including shaping searches, building candidate pipelines, and maintaining hiring momentum during busy seasonal periods.
Oversee employee lifecycle processes, including onboarding, leaves, benefits, workers’ compensation, and offboarding.
Prepare clear and useful communications about HR policies, programs, and updates for employees and managers.
Formalize recruitment workflows, tools, templates, and documented processes from requisition through offer.
Document and improve core HR processes, and establish structure for organizing, tracking, prioritizing, and handing off HR work.
Strengthen internal communications about updates, resources, and HR support.