Human Resources Business Partner

About the role

The Human Resources Business Partner (HRBP) is a trusted People & Culture professional who supports a positive, engaged, and high‑performing workplace for both the compensated and volunteer workforce. As a key member of the People & Culture team, this role brings people programs and practices to life while ensuring consistency, compliance, and alignment with the organization’s mission and values. The HRBP partners with employees and managers on recruitment and talent development, workforce challenges, and policy interpretation, and assists with workplace investigations, difficult conversations, change management, and employment‑related matters while maintaining confidentiality and exercising sound judgment.

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 processes.
• 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.
• Utilize HRIS, ATS, and other technology platforms (e.g., badge systems) to maintain employee data, generate reports, and improve HR processes.
• Train and educate employees on system‑related products.
• Monitor and compile consistent and accurate HR metrics, workforce data, and trends to support reporting, compliance, and informed decision‑making.
• Serve as a liaison partnering closely with IT and the IT Service Desk.
• Draft formal communications and flyers for the workforce.
• Coordinate and assist in 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 that support departmental and organizational goals.
• Contribute to HR projects and cross‑functional initiatives while ensuring timely completion of deliverables.
• Assist with employee‑relations investigations and the resolution of workplace concerns, conflicts, performance issues, procedures, and employment‑related matters; identify risks and corrective actions to support a positive and compliant workplace.
• Provide coaching and guidance on performance management, timekeeping, and onboarding, maintaining effective communication with management and employees.

Skills and Qualifications

• Demonstrated expertise in HR compliance, employment law, and risk management.
• Skilled in interpreting and applying policies and regulations while safeguarding 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; able to empathize with employees, navigate sensitive situations, and facilitate difficult conversations while maintaining trust and professionalism.
• Proficiency in leveraging HR data and analytics to support stakeholders, inform strategic discussions, and drive sound decision‑making.
• Extensive experience with HR technology platforms, including HRIS, ATS, Microsoft Office, and Google Workspace, to streamline processes, enhance data integrity, improve reporting, and support information security and compliance.
• Highly skilled in employee relations with at least three years of experience handling complex workplace issues, conducting investigations, and resolving sensitive employee concerns.
• Ability to navigate ambiguity and apply sound judgment to make effective HR recommendations (strongly preferred).
• Demonstrated business acumen with a solid understanding of nonprofit operations; effective project, organizational, and time‑management skills.
• Comprehensive knowledge of HR principles and best practices, including compensation, talent acquisition, employee development, and retention.
• Exceptional communication and relationship‑building skills; able to interpret and convey HR policies, influence stakeholders, and collaborate with employees and leaders at all levels.
• Bachelor’s degree in Human Resources Management, Business Administration, Organizational Leadership, Psychology, Political Science, or a related field.
• HR certifications such as SHRM‑CP/SCP, HRCI‑PHR/SPHR, or HRIS certification (preferred).
• Eight (8)+ years of people‑management experience as a member of an HR and/or Volunteer Management team; nonprofit experience preferred.

Benefits

• Comprehensive healthcare coverage
• 401(k) retirement plan
• Paid Time Off (PTO)