Human Resources Business Partner Jobs

About The Position

Requirements

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field; equivalent relevant experience may be considered.
• 7–10 years of progressively responsible HR experience, including meaningful experience as an HRBP, HR Generalist, employee relations partner, or comparable role.
• Demonstrated experience advising leaders and coaching managers on employee relations, performance, workforce, talent, and organizational matters.
• Strong working knowledge of employee relations, performance management, HR policies, and employment law, with sound judgment regarding investigations and escalation.
• Strong communication, consultation, relationship-building, conflict-resolution, problem-solving, organizational, and project-management skills.
• Ability to influence without direct authority and work effectively in a collaborative, hands-on HR model.
• Sound judgment, responsiveness, follow-through, confidentiality, objectivity, and the ability to address difficult issues constructively.

Nice To Haves

• SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
• Experience in a nonprofit, mission-driven, small to mid-sized organization.
• Experience with organizational effectiveness, succession planning, career development, employee engagement, change management, or workforce analytics.

Responsibilities

• Advise the CFO, executive leadership, and department leaders on people, workforce, and organizational effectiveness matters.
• Understand departmental goals, operating realities, workforce challenges, and talent needs, and translate them into practical people strategies.
• Coach leaders on organizational design, workforce planning, role clarity, team effectiveness, succession, talent decisions, and organizational change.
• Use workforce data, employee feedback, and business context to identify risks, trends, and opportunities and recommend proactive solutions.
• Coach managers on setting expectations, providing feedback, managing performance, resolving conflict, developing employees, and maintaining manager ownership and accountability.
• Provide practical guidance on employee relations matters, including performance concerns, corrective action, attendance, policy interpretation, workplace conflict, and sensitive employee situations.
• Conduct or support workplace investigations and partner with the CFO, HR Manager, employment counsel, or other resources on complex or high-risk matters.
• Identify recurring employee relations and performance themes and recommend organizational, policy, process, or development solutions.
• Partner with leaders on workforce planning, organizational structure, role alignment, talent reviews, succession planning, career development, retention, and internal mobility.
• Collaborate with the Senior Talent Acquisition Partner and hiring leaders to clarify talent needs and support effective selection and onboarding decisions; recruiting strategy and execution remain with the Senior Talent Acquisition Partner.
• Partner with the Learning & Development Specialist to identify organizational, team, and manager capability gaps, translate needs into development priorities, and reinforce learning through manager coaching and follow-through.
• Support performance management and development practices that strengthen expectations, feedback, accountability, and employee growth.
• Partner with leaders and the Learning & Development Specialist on employee engagement surveys, listening efforts, action planning, and accountable follow-through.
• Identify themes affecting engagement, retention, manager effectiveness, communication, culture, and employee experience and recommend interventions.
• Support leaders through reorganizations, leadership transitions, and other significant organizational changes.
• Partner with the HR Manager on consistent interpretation and application of HR policies and employment practices, particularly in employee relations and manager decision-making.
• Maintain working knowledge of employment law and HR best practices to provide sound guidance and recognize matters requiring compliance, leadership, or legal escalation.
• Provide workforce and organizational input into compensation, benefits, and other people programs; administrative ownership remains with the HR Manager or other designated partners.
• Contribute to continuous improvement of HR processes, manager tools, and service delivery.
• Build trusted relationships, provide candid counsel, maintain objectivity and confidentiality, balance employee needs with organizational priorities, and follow through on commitments.
• Collaborate across the HR team while maintaining clear roles, effective handoffs, and shared accountability.