Careers

Posted: August 11, 2026

The Human Resources (HR) Business Partner serves as a strategic and hands-on partner to the Human Resources Director and the broader organization. This individual will translate business priorities into people strategy and on-the-ground execution, partnering on workforce planning, talent development, employee relations, performance management, and organizational design, while also ensuring the day-to-day Human Resources operations and compliance backbone of the organization run smoothly.

The ideal candidate is a trusted advisor and skilled listener who can move fluidly between hands-on execution and strategic counsel, and who brings sound judgment to sensitive, high-stakes people matters.

This role reports directly to the Human Resources Director and works closely with agency leadership, managers, and staff across the organization to build a high-performing, engaged, and well-supported workplace.

• Serve as a trusted advisor and execution partner to the Human Resources Director and organizational leadership on people strategy, org design, workforce planning, and change management initiatives.
• Assist in translating business goals into actionable HR priorities, proactively identifying people-related risks and opportunities.
• Partner with leadership to build and maintain a healthy organizational culture, including staff engagement, recognition, and retention strategies.
• Support HR Director on full-cycle workforce planning, including headcount planning, role design, and org chart maintenance in partnership with leadership.
• Manage recruitment and hiring processes for assigned teams, including job description development, interview coordination, and offer management.
• Assist in designing and managing onboarding and offboarding processes to ensure a consistent, professional employee experience.
• In partnership with the Human Resources Director, lead the organization’s end-to-end performance management cycle (goal setting, check-ins, reviews) and coach managers on effective performance conversations.
• Serve as a point of contact for employee relations matters, conducting fair, thorough, and confidential investigations as needed.
• Coach managers and staff through workplace conflicts, performance concerns, and interpersonal issues, escalating appropriately as needed.
• Champion diversity, equity, and inclusion efforts across hiring, development, and day-to-day workplace practices.
• Own core HR operational functions, such as benefits administration, leave management, HRIS data integrity, and personnel recordkeeping.
• Ensure organizational compliance with applicable federal, state, and local employment laws and regulations, updating policies as needed.
• Maintain and continuously improve the employee handbook, HR policies, and standard operating procedures.
• Partner with finance/payroll functions as needed to ensure accurate and timely processing of compensation, benefits, and related transactions.
• Assist in planning and executing staff engagement activities and events (e.g., seasonal treats, team celebrations, milestone recognition, and all-staff social gatherings) that build morale and a sense of community.
• Partner with the HR Director and Agency Affairs team to design, support, and improve the organization’s engagement calendar, balancing recurring traditions with new ideas, and assist in coordinating logistics (budget, vendors, space, communications) for each event as needed.
• Gather staff feedback and engagement data to inform culture-building initiatives and recommend new programs or activities.
• Support the design and rollout of training, professional development, and manager-effectiveness programs.
• Serve as a change management partner during organizational transitions and/or process improvements.
• Other projects and duties as assigned.

• 5+ years of progressive experience in Human Resources and/or Management, including experience as an HR Business Partner, HR Generalist, or similar role; public sector or nonprofit experience a plus.
• Demonstrated experience managing employee relations matters, including confidential investigations, with sound judgment and discretion.
• Strong working knowledge of employment law and HR compliance requirements (e.g., FMLA, ADA, FLSA, and applicable state-specific requirements).
• Experience supporting full-cycle recruitment, workforce planning, and performance management processes.
• Excellent interpersonal and communication skills, with the ability to build trust with staff and leadership at all levels.
• High emotional intelligence and the ability to navigate sensitive, high-stakes conversations with empathy and professionalism.
• Ability to consistently exercise sound judgment as a representative of a public organization.
• Experience with HRIS systems and comfort with HR data, reporting, and metrics.
• Bachelor’s degree in Human Resources, Business Administration, or related field, or equivalent professional experience; HR certification (PHR/SHRM-CP or equivalent) a plus.
• Commitment to diversity, equity, and inclusion, and to building a positive, high-performing organizational culture.