People Business Partner

TTCU • Tulsa, OK

8h

About The Position

The People Business Partner serves as a strategic advisor, liaison, and first point of contact for People Operations matters for leaders and employees. This role provides guidance across a wide range of People Operations functional areas—including employee relations, talent acquisition support, workforce data analysis, performance and development, internal mobility, compliance, and special projects. The People Business Partner develops strong professional relationships and collaborates effectively with all levels of the organization to understand workforce needs, department culture, and industry trends. The People Business Partner partners closely with leaders to develop and implement solutions, programs, and policies that enhance operational efficiency, support organizational growth, and promote an engaging employee experience.

Requirements

• Bachelor’s degree in Human Resources, or related field, required.
• Must have and maintain a valid driver’s license.
• Must have a clean driving record; an annual MVR may be pulled to ensure compliance.
• Experience in Human Resources with an emphasis in employee relations and/or recruiting: 3 years
• Experience in facilitating employee development and/or coaching: 1 year
• Intermediate computer skills in MS Office Suite (Word, Excel, Outlook, PowerPoint, Microsoft Teams).
• Ability to independently manage the details of multiple programs and projects, to track activities and meet deadlines.
• Ability to work with confidential information and maintain confidentiality.
• Working knowledge of applicant tracking systems, preferably UKG, social media, and recruiting process workflows.
• Knowledge of state and federal laws and regulations that affect employment.

Nice To Haves

• Professional Human Resource Certifications (SHRM-CP or PHR), preferred

Responsibilities

• Serve as the primary People Operations point of contact for leaders and employees, delivering timely, effective, and solutions-oriented support.
• Build strong, trusted relationships across all organizational levels to support talent and operational needs.
• Gain deep understanding of workforce dynamics, department cultures, organizational structure, and industry trends to proactively advise leaders.
• Recommend new approaches, policies, and procedures to drive efficiency, improve department workflows, and enhance employee experience.
• Partner with Talent Acquisition to support hiring needs, evaluate role requirements, and contribute to successful hiring strategies.
• Oversee development and execution of comprehensive 90-day onboarding plans for new hires and new managers, ensuring a seamless and engaging transition.
• Create, update, and maintain job descriptions and position competencies to support hiring accuracy, performance expectations, and career pathing.
• Support talent development initiatives that attract, motivate, retain, and grow top talent.
• Assist People Operations leadership with employee relations matters, including investigations, corrective actions, disciplinary processes, and performance improvement plans.
• Provide coaching, counseling, and guidance to managers and employees to address concerns, resolve conflicts, and ensure consistent application of company policies.
• Ensure compliance with all relevant employment laws, regulations, and internal policies.
• Proactively identify high risk concerns or emerging employee issues and escalate appropriately.
• Conduct and coordinate exit interviews, analyze trends, and recommend solutions to reduce turnover and strengthen retention.
• Lead performance appraisal process by advising leaders on best practices, documentation, and constructive feedback.
• Oversee the performance appraisal process to ensure consistency, accuracy, compliance, and alignment with company standards.
• Review performance outcomes to identify trends, calibration needs, strengths, development opportunities, and potential performance concerns.
• Facilitate internal promotions and transfers, ensuring alignment with company policies and career progression frameworks.
• Use HR data and reporting tools to analyze trends, identify risks, and recommend improvements in key areas such as retention, compensation, engagement, hiring, and performance.
• Analyze workforce metrics and provide insights to support strategic decision-making and continuous improvement.
• Participate in and lead special projects that support People Operations initiatives, process improvements, or organizational priorities.
• Maintain accurate HR documentation, records, and systems information.

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level