Human Resources Business Partner
The Role
The HR Partner serves as the critical strategic partner to school leaders, equipping them to build and sustain a high-performance accountability culture.
Key Responsibilities
Courageous Accountability: Identify performance gaps in your portfolio early; partner with leaders to implement documented, high-quality support plans that reach a definitive resolution swiftly
Just Culture Implementation: Train and coach leaders to use the Just Culture Rubric to distinguish between human error, at-risk behavior, and reckless behavior in disciplinary actions
On-the-Ground Diagnostic & Thought Partnership: Maintain a consistent presence in schools to proactively monitor adult culture. Partner with school leaders to move beyond treating symptoms by identifying root-cause issues and serving as a consultant to reveal gaps in accountability
Intervention Design & Evaluation: Lead the end-to-end lifecycle of cultural interventions, from designing high-impact strategies to evaluating their efficacy. Use ER metrics and qualitative data to build compelling cases for systemic change, ensuring that interventions result in a measurable decrease in repeat incidents and a sustained high-performance environment
Employee Relations & Risk Management
High-Efficacy ER: Manage complex investigations and employee relations incidents with rigor and speed, aiming for closure within 5-10 school days
Talent Risk Mitigation: Guide leaders through difficult transitions (terminations, exits) ensuring the process is legally sound, human-centered, and culturally reinforcing
Role-Specific Skills
Coaching & Influence: Ability to move leaders from defensiveness to action and coach them through the discomfort of high-stakes conversations
Systems Thinking and Data Analysis: Ability to identify patterns in adult behavior and school-site systems that undermine accountability
Organizational Diagnostics: Expertise in using retention and ER data to build cases for cultural shifts
Qualifications & Competencies
Standard Qualifications: 5-7 years of relevant HR or Organizational Development experience
Thorough knowledge of all federal, state and local employment and workers' compensation laws
Demonstrated track record as an HR Partner in a fast-paced multi-site organization (500+ FTEs); experience within a Charter Management Organization (CMO) or the K-12 education sector is strongly preferred
Deep commitment to upholding KIPP SoCal’s anti-racism standards and promoting a high performance adult culture
Ability to travel frequently to KIPP SoCal schools
Valid California Driver’s License