Human Resource Business Partner at SBP

New Orleans, Louisiana, United States -

Full Time

Start Date

Immediate

Expiry Date

18 Dec, 25

Salary

100000.0

Posted On

19 Sep, 25

Experience

5 year(s) or above

Remote Job

Yes

Telecommute

Yes

Sponsor Visa

Skills

Human Resources, Employee Relations, Performance Management, Talent Management, Succession Planning, Learning and Development, Conflict Resolution, HR Compliance, Coaching, Collaboration, Communication, Problem Solving, Data Management, Workforce Planning, Employee Engagement, Change Management

Industry

Non-profit Organizations

Description

Description SBP is seeking an experienced HR Business Partner (HRBP) who serves as a thought partner and trusted advisor to our people managers and employees. The role requires a HR professional who has demonstrated success operating objectively in a fast-paced, changing environment where people are at the center of everything we do. This is an ideal role for an HR professional who thrives in a collaborative, mission-focused environment and who brings a blend of expertise across implementing performance management, learning and development, talent and succession planning, reward and recognition and employee engagement programs. The role will partner with the CHRO to implement our culture and engagement strategies and manage employee relations and HR compliance. Requirements Strategic HR Partnership Focus on driving a high-performance culture and integrating HR processes with an engagement and belonging lens to positively affect the people experience Serve as a thought partner and trusted advisor to managers, offering guidance on performance and development, team effectiveness, change management and employee engagement Foster a collaborative, open culture with high learning agility and intellectual curiosity and inspire and motivate teams for success Employee Relations and HR Policy Provide guidance on employee relations matters, conflict resolution, and policy interpretation, ensuring compliance and alignment with organizational values Ensure organization is HR compliant and review and update policies periodically to align with workforce laws and manage HR compliance training Talent & Performance Management Manage the annual performance management cycle, ensuring fair and consistent processes that align with organizational goals Support leaders in identifying and developing talent and champion learning and development opportunities to grow internal capacity and support employee and retention Talent Acquisition In partnership with Talent Acquisition leader, support hiring managers in developing job descriptions and interview schedules, and onboarding plans to facilitate a seamless hiring process Provide workforce planning insights and organizational context to ensure Talent Acquisition strategies align with business priorities and long-term talent needs Employee Experience & Belonging Lead the execution of employee experience and engagement programs that strengthen inclusion, belonging and recognition, ensuring employees feel valued and connected in a positive supportive work environment Implement the culture strategy in partnership with leadership, creating initiatives that bring values to life and inspire employee engagement at all levels Qualifications Education: Bachelor’s degree in human resources, Business Administration, or a related field; SHRM-CP or PHR are preferred Experience: 7 to 10 years of progressive HR experience, preferably with experience managing people processes and the full HR lifecycle Skills and Competencies: A trusted advisor and coach with a track record of building strong, collaborative relationships at all levels of an organization and manages change with ease Knowledgeable in key HR functions: performance management, talent management, succession planning, employee relations, learning and development ? Addressing employee relations issues and grievances, working to improve work relationships and productivity ? Knowledge of federal, state, and local workforce laws and regulations Proficiency in HRIS systems and data management for tasks like employee record maintenance, reporting, and payroll; Paylocity experience preferred Comfortable with people analytics and metrics data and trends to inform decisions and provide proactive solutions Excellent verbal and written communication skills, essential for interacting with employees, managers as well as building relationships, resolving conflicts, and providing support A strong problem-solver, with the ability to navigate complex situations with empathy, discretion, and sound judgment Comfortable working in a dynamic environment where flexibility, resourcefulness, and collaboration are key Highly discreet and comfortable handling highly confidential and sensitive information. Ability to pass a criminal history check to include sex offender registry, State and FBI. Salary range: $77,500 - $100,000 SBP is building a diverse and experienced staff. The organization encourages multiple perspectives and experiences, supports a multicultural environment, and strives to hire and retain a diverse workforce that reflects the populations we work with and the communities where we work. Our hiring and business practices appreciate the strengths offered through different backgrounds. SBP is an equal opportunity, affirmative action employer and is committed to providing access, equal opportunity and reasonable accommodation for individuals with disabilities in employment, its services, programs, and activities. All qualified applicants will receive consideration for employment without regard to age, race, color, religion, gender, creed, national origin, physical or mental disability, marital status, veteran status, disabled veteran status, or status as a member of any other protected group or activity.

Responsibilities

The HR Business Partner will serve as a thought partner and trusted advisor to managers and employees, focusing on driving a high-performance culture and managing employee relations. The role involves implementing performance management, talent planning, and employee engagement programs in collaboration with the CHRO.