Human Resources Business Partner
Habitat for Humanity of Omaha · Omaha, NE · 1 mo ago
On-siteHuman ResourcesFull-time
We need to output HTML fragment with sections: About the role? The description includes Position Summary, Requirements, Key Responsibilities, Qualifications, Success Measures, etc. We must use for section headings (e.g., About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). We should not repeat job title as heading. We need to include sections only when posting has real content. No Pay/Benefits/Schedule unless present. The posting does not mention pay, benefits, schedule. So we should not include those sections.
We need to include sections like About the role (maybe from Position Summary), Responsibilities (Key Responsibilities), Requirements (maybe combine Required and Preferred?), Qualifications (maybe separate?), Skills? The posting includes "Qualifications" with Required and Preferred. Also "Success Measures". Could be a section like "Success Measures". The instruction says use headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. But we can also add other headings if needed? It says use
for section headings (e.g., About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). We should not repeat job title as heading. We need to include sections only when posting has real content. No Pay/Benefits/Schedule unless present. The posting does not mention pay, benefits, schedule. So we should not include those sections.
We need to include sections like About the role (maybe from Position Summary), Responsibilities (Key Responsibilities), Requirements (maybe combine Required and Preferred?), Qualifications (maybe separate?), Skills? The posting includes "Qualifications" with Required and Preferred. Also "Success Measures". Could be a section like "Success Measures". The instruction says use headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. But we can also add other headings if needed? It says use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It implies those are examples; we can use those headings when appropriate. We should not invent sections like "Success Measures" unless it's a real heading? The instruction: "include a section ONLY when the posting has real, specific content for it — never emit a heading followed by filler/placeholder text". It doesn't forbid using other headings beyond the examples, but likely they expect to use those standard headings. However we have content like "Success Measures" which is specific. Could we treat that as a section heading "Success Measures"? It's not in the list but could be okay. But to be safe, we could incorporate success measures into "Requirements" or "Qualifications"? Better to have its own section if it's substantive. The instruction says "Prefer a few substantive sections over many thin ones." So maybe combine Success Measures into "Qualifications" or "About the role"? But it's distinct.
We could have sections: About the role (Position Summary), Responsibilities (Key Responsibilities), Requirements (Required qualifications), Qualifications (Preferred qualifications and maybe Success Measures?), Skills (maybe from Required: communication, consultation, etc). But we already have Skills implied.
Let's parse content:
Position Summary: paragraph about role.
Key Responsibilities: bullet list under headings: Strategic HR Partnership & Organizational Effectiveness, Manage Coaching, Performance, & Employee Relations, Talent, Workforce planning, & Development, Employee Engagement, Culture, & Change, HR Policy, Risk, & People Programs, Leadership Expectations.
Requirements: Actually there is a "Requirements" heading then "Key Responsibilities". Wait the text: after Position Summary, there is "Application Timeline". Then "Requirements". Then under Requirements: "Key Responsibilities". Actually the posting mislabels: It says "Requirements" then "Key Responsibilities". Then later "Qualifications". Then "Success Measures". Then "Equal Opportunity Policy". So we need to extract.
Thus we have:
- Position Summary (About the role)
- Application Timeline (metadata) - we should drop or fold into short p.
- Requirements (actually Responsibilities) - we will treat as Responsibilities.
- Qualifications (Required and Preferred)
- Success Measures
- Equal Opportunity Policy (EEO) - we should remove boilerplate EEO per instruction: remove EEO/equal-opportunity/scam-warning boilerplate. So drop that.
Thus we will produce sections:
About the role
with the Position Summary paragraph(s).
Responsibilities
with a - for each responsibility area. The responsibilities are grouped under headings; we could either keep subheadings inside li? Probably better to keep each bullet as a responsibility area, maybe with sub-bullets? But instruction: Use
- for any list of duties/requirements/benefits. So we can have top-level li for each major responsibility area, and inside li we can include the description (maybe as paragraphs). That's fine.
We need to preserve all substantive information; do not invent or summarize away detail. So we need to include the details under each responsibility area.
We have sections:
Strategic HR Partnership & Organizational Effectiveness:
- Serve as a trusted advisor to the CFO, executive leadership, and department leaders on people, workforce, and organizational effectiveness matters.
- Develop a strong understanding of 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.
Manage Coaching, Performance, & Employee Relations:
- Coach managers on setting expectations, providing feedback, managing performance, resolving conflict, developing employees, and maintaining appropriate manager ownership and accountability.
- Provide timely, 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 broader organizational, policy, process, or development solutions.
Talent, Workforce planning, & Development:
- 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.
Employee Engagement, Culture, & Change:
- Partner with leaders and the L&D 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 appropriate interventions.
- Support leaders through reorganizations, leadership transitions, and other significant organizational changes.
HR Policy, Risk, & People Programs:
- Partner with the HR Manager on consistent interpretation and application of HR policies and employment practices, particularly as they relate to employee relations and manager decision-making.
- Maintain sufficient 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, while administrative ownership remains with the HR Manager or other designated partners.
- Contribute to continuous improvement of HR processes, manager tools, and service delivery.
Leadership Expectations:
- The HRPB is expected to be a credible, pragmatic organizational partner who builds trust through sound judgment, responsiveness, follow-through, and a willingness to address difficult issues constructively.
- The successful candidate will:
- Operate as a business partner first, understanding organizational priorities before recommending an HR solution.
- Build trusted relationships while providing candid counsel, maintaining objectivity and confidentiality, and balancing employee needs with organizational priorities.
- Coach rather than rescue; strengthen manager capability and reinforce manager ownership and accountability.
- Use sound judgment, move from analysis to action, communicate proactively, and follow through on commitments.
- Collaborate effectively across the HR team while maintaining clear roles, effective handoffs, and shared accountability.
Note: There's a typo "HRPB" but we keep as is.
Now Qualifications: Required and Preferred.
Required:
- 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 investigation and escalation.
- Strong communication, consultation, relationship-building, conflict-resolution, problem-solving, and organizational and project-management skills.
- Ability to influence without direct authority and work effectively in a collaborative, hands-on HR model.
Preferred:
- 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.
We could have a section "Qualifications" with two sub-sections? But instruction says use
- for any list of duties/requirements/benefits. So we can have a
for Required and another for Preferred, maybe under headings? Could also have a Qualifications
then Required:
... then Preferred:
...
Similarly Skills: Could extract from Required: communication, consultation, relationship-building, conflict-resolution, problem-solving, organizational and project-management skills. But we already have them in Required. Might not need separate Skills section.
Success Measures: list of bullet points.
We need to avoid boilerplate like Equal Opportunity Policy.
Application Timeline: we should fold minor metadata into a short or drop it. The instruction: "Do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short
or drop it." Application Timeline is metadata; we could include a short paragraph at top maybe under About the role? Or we could just drop it. But we need to preserve ALL substantive information; does application timeline count as substantive? It's about when to apply. Might be considered minor metadata; but instruction says fold minor metadata into a short
or drop it. So we can include a short p after the About the role maybe.
Thus final HTML:
About the role
[Position Summary text]
Application Timeline: This position will be posted and open for applications from September 25th, 2026 through October 9th, 2026. To be considered, please submit your application during this time frame. Following the application closing date, our team will review all submitted applications and qualifications. Candidates can expect an update regarding next steps during the week of October 12th, 2026, with communication anticipated by October 16th, 2026.
Then Responsibilities
with each major area as - containing the details (maybe as
inside li). Could also nest
inside li for subpoints but instruction only says use - for any list; nesting is okay.
We'll produce:
Responsibilities
-
Strategic HR Partnership & Organizational Effectiveness
- Serve as a trusted advisor to the CFO, executive leadership, and department leaders on people, workforce, and organizational effectiveness matters.
- Develop a strong understanding of 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.
-
Manage Coaching, Performance, & Employee Relations
- Coach managers on setting expectations, providing feedback, managing performance, resolving conflict, developing employees, and maintaining appropriate manager ownership and accountability.
- Provide timely, 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,
About the role
with the Position Summary paragraph(s).Responsibilities
with a- for each responsibility area. The responsibilities are grouped under headings; we could either keep subheadings inside li? Probably better to keep each bullet as a responsibility area, maybe with sub-bullets? But instruction: Use
- for any list of duties/requirements/benefits. So we can have top-level li for each major responsibility area, and inside li we can include the description (maybe as paragraphs). That's fine.
We need to preserve all substantive information; do not invent or summarize away detail. So we need to include the details under each responsibility area.
We have sections:
Strategic HR Partnership & Organizational Effectiveness:
- Serve as a trusted advisor to the CFO, executive leadership, and department leaders on people, workforce, and organizational effectiveness matters.
- Develop a strong understanding of 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.
Manage Coaching, Performance, & Employee Relations:
- Coach managers on setting expectations, providing feedback, managing performance, resolving conflict, developing employees, and maintaining appropriate manager ownership and accountability.
- Provide timely, 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 broader organizational, policy, process, or development solutions.
Talent, Workforce planning, & Development:
- 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.
Employee Engagement, Culture, & Change:
- Partner with leaders and the L&D 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 appropriate interventions.
- Support leaders through reorganizations, leadership transitions, and other significant organizational changes.
HR Policy, Risk, & People Programs:
- Partner with the HR Manager on consistent interpretation and application of HR policies and employment practices, particularly as they relate to employee relations and manager decision-making.
- Maintain sufficient 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, while administrative ownership remains with the HR Manager or other designated partners.
- Contribute to continuous improvement of HR processes, manager tools, and service delivery.
Leadership Expectations:
- The HRPB is expected to be a credible, pragmatic organizational partner who builds trust through sound judgment, responsiveness, follow-through, and a willingness to address difficult issues constructively.
- The successful candidate will:
- Operate as a business partner first, understanding organizational priorities before recommending an HR solution.
- Build trusted relationships while providing candid counsel, maintaining objectivity and confidentiality, and balancing employee needs with organizational priorities.
- Coach rather than rescue; strengthen manager capability and reinforce manager ownership and accountability.
- Use sound judgment, move from analysis to action, communicate proactively, and follow through on commitments.
- Collaborate effectively across the HR team while maintaining clear roles, effective handoffs, and shared accountability.
Note: There's a typo "HRPB" but we keep as is.
Now Qualifications: Required and Preferred.
Required:
- 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 investigation and escalation.
- Strong communication, consultation, relationship-building, conflict-resolution, problem-solving, and organizational and project-management skills.
- Ability to influence without direct authority and work effectively in a collaborative, hands-on HR model.
Preferred:
- 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.
We could have a section "Qualifications" with two sub-sections? But instruction says use
- for any list of duties/requirements/benefits. So we can have a
- for Required and another for Preferred, maybe under headings? Could also have a
- containing the details (maybe as
inside li). Could also nest
- inside li for subpoints but instruction only says use
- for any list; nesting is okay.
We'll produce:
Responsibilities
-
Strategic HR Partnership & Organizational Effectiveness
- Serve as a trusted advisor to the CFO, executive leadership, and department leaders on people, workforce, and organizational effectiveness matters.
- Develop a strong understanding of 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.
-
Manage Coaching, Performance, & Employee Relations
- Coach managers on setting expectations, providing feedback, managing performance, resolving conflict, developing employees, and maintaining appropriate manager ownership and accountability.
- Provide timely, 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,
-
- for any list; nesting is okay.
We'll produce:
Qualifications
thenRequired:
- ... then
Preferred:
- ...
Similarly Skills: Could extract from Required: communication, consultation, relationship-building, conflict-resolution, problem-solving, organizational and project-management skills. But we already have them in Required. Might not need separate Skills section.
Success Measures: list of bullet points.
We need to avoid boilerplate like Equal Opportunity Policy.
Application Timeline: we should fold minor metadata into a short
or drop it. The instruction: "Do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short
or drop it." Application Timeline is metadata; we could include a short paragraph at top maybe under About the role? Or we could just drop it. But we need to preserve ALL substantive information; does application timeline count as substantive? It's about when to apply. Might be considered minor metadata; but instruction says fold minor metadata into a short
or drop it. So we can include a short p after the About the role maybe. Thus final HTML:
About the role
[Position Summary text]
Application Timeline: This position will be posted and open for applications from September 25th, 2026 through October 9th, 2026. To be considered, please submit your application during this time frame. Following the application closing date, our team will review all submitted applications and qualifications. Candidates can expect an update regarding next steps during the week of October 12th, 2026, with communication anticipated by October 16th, 2026.
ThenResponsibilities
with- each major area as
- containing the details (maybe as
- for any list of duties/requirements/benefits. So we can have a
- for any list of duties/requirements/benefits. So we can have top-level li for each major responsibility area, and inside li we can include the description (maybe as paragraphs). That's fine.
We need to preserve all substantive information; do not invent or summarize away detail. So we need to include the details under each responsibility area.
We have sections:
Strategic HR Partnership & Organizational Effectiveness:
- Serve as a trusted advisor to the CFO, executive leadership, and department leaders on people, workforce, and organizational effectiveness matters.
- Develop a strong understanding of 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.
Manage Coaching, Performance, & Employee Relations:
- Coach managers on setting expectations, providing feedback, managing performance, resolving conflict, developing employees, and maintaining appropriate manager ownership and accountability.
- Provide timely, 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 broader organizational, policy, process, or development solutions.
Talent, Workforce planning, & Development:
- 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.
Employee Engagement, Culture, & Change:
- Partner with leaders and the L&D 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 appropriate interventions.
- Support leaders through reorganizations, leadership transitions, and other significant organizational changes.
HR Policy, Risk, & People Programs:
- Partner with the HR Manager on consistent interpretation and application of HR policies and employment practices, particularly as they relate to employee relations and manager decision-making.
- Maintain sufficient 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, while administrative ownership remains with the HR Manager or other designated partners.
- Contribute to continuous improvement of HR processes, manager tools, and service delivery.
Leadership Expectations:
- The HRPB is expected to be a credible, pragmatic organizational partner who builds trust through sound judgment, responsiveness, follow-through, and a willingness to address difficult issues constructively.
- The successful candidate will:
- Operate as a business partner first, understanding organizational priorities before recommending an HR solution.
- Build trusted relationships while providing candid counsel, maintaining objectivity and confidentiality, and balancing employee needs with organizational priorities.
- Coach rather than rescue; strengthen manager capability and reinforce manager ownership and accountability.
- Use sound judgment, move from analysis to action, communicate proactively, and follow through on commitments.
- Collaborate effectively across the HR team while maintaining clear roles, effective handoffs, and shared accountability.
Note: There's a typo "HRPB" but we keep as is.
Now Qualifications: Required and Preferred.
Required:
- 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 investigation and escalation.
- Strong communication, consultation, relationship-building, conflict-resolution, problem-solving, and organizational and project-management skills.
- Ability to influence without direct authority and work effectively in a collaborative, hands-on HR model.
Preferred:
- 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.
We could have a section "Qualifications" with two sub-sections? But instruction says use