HR Business Partner

Position Summary HAWC seeks an HR Business Partner! This HRBP role serves as a strategic partner to program leadership, aligning people strategies with organizational goals to strengthen performance, accountability, and culture. This role blends training facilitation, performance consulting, employee relations expertise, and organizational design support to help leaders build high-performing, engaged teams that advance the agency’s mission. The HRBP provides proactive consultation to leaders on performance management, employee relations matters, and complex workplace concerns, including conducting workplace investigations, assessing risk, ensuring procedural fairness, and making well-informed recommendations aligned with agency policy and employment law. The HRBP partners with leadership to address concerns early, promote professionalism, and foster a respectful and compliant work environment. In collaboration with the Director of HR, the HRBP consults on program organizational structure, talent alignment, and workforce planning to ensure operational efficiency and clarity of expectations. The role also partners closely with the Employee Lifecycle & Engagement Coordinator to review turnover, stay interview, engagement feedback, and exit data, identify patterns, and recommend proactive strategies to strengthen retention and morale. In addition to strategic partnership, the HRBP facilitates leadership and employee trainings, contributes to employee engagement initiatives, and supports shared HR communications to reinforce a culture of continuous learning and accountability. This position cross‑trains in HRIS and compliance functions to ensure operational continuity and team coverage. Work Schedule Monday – Friday, 8:30 a.m. – 5:30 p.m. or 9:00 a.m. – 6:00 p.m. Flexibility to work evenings and weekends as needed. Total Compensation Package Base salary $80,000 – $90,000 based on relevant experience Pay schedule semi‑monthly Medical, dental, vision, life and disability insurance programs Generous paid time off: 11 paid holidays per year, 3 personal holidays per year, 15 paid vacation days per year, approximately 7 hours per month of accrued sick days 401(k): the agency matches 125% of employee contributions up to 4% of the annual salary of a full‑time employee Company paid life insurance Company paid long‑term disability Employee assistance program Responsibilities Performance Management & Employee Relations Serve as a strategic advisor to leaders on performance expectations, workplace conduct, accountability standards, and employee relations matters. Provide consultation and guidance on performance concerns, interpersonal conflicts, conduct issues, policy violations, attendance concerns, and corrective action processes. Conduct prompt, thorough, and impartial workplace investigations, including documentation review, interviews, credibility assessments, and policy analysis. Prepare objective investigation summaries and provide well‑reasoned recommendations aligned with agency policy, employment law, and risk mitigation standards. Guide leaders in delivering effective feedback, coaching conversations, and performance improvement plans (PIPs), ensuring documentation is clear, consistent, and defensible. Ensure performance management and employee relations practices are applied equitably across programs to promote fairness, reduce bias, and minimize legal exposure. Facilitate conflict resolution and mediation efforts, when appropriate, to strengthen working relationships and restore team effectiveness. Review performance evaluations and corrective action documentation to ensure alignment with documented expectations and agency standards. Monitor and analyze trends in performance concerns, grievances, investigations, turnover, and engagement feedback; identify patterns and recommend proactive interventions. Partner with the Employee Lifecycle & Engagement Coordinator to assess insights from stay interviews, exit interviews, and engagement surveys to inform retention and performance strategies. Deliver training to leaders and employees on feedback delivery, documentation best practices, professionalism, accountability, and conflict resolution. Escalate complex or high‑risk matters to the Director of HR as appropriate, ensuring strategic alignment and compliance oversight. Training & Development In collaboration with the Director of HR, design, facilitate, and evaluate leadership and employee trainings aligned with organizational priorities, compliance requirements, and culture objectives. Partner with the Director of HR to lead interactive workshops that build leadership capability in performance management, accountability, communication, conflict resolution, and professional conduct. Work jointly with the Director of HR to assess program training needs and recommend targeted learning strategies that strengthen team effectiveness and service delivery. Support the Director of HR in developing and maintaining structured leadership development content, toolkits, and facilitation materials to ensure consistency and scalability across programs. Co‑facilitate or independently facilitate component of New Hire Orientation that reinforce accountability and agency standards from day one. Collaborate with the Director of HR on continuous learning initiatives, including leadership development content for internal communications such as the HR Newsletter. Evaluate training effectiveness in partnership with the Director of HR through participant feedback, engagement data, and performance outcomes; recommend strategic adjustments to improve impact. Assist the Director of HR in aligning training initiatives with workforce planning, succession planning, and organizational design efforts. Coach leaders, in coordination with the Director of HR, on reinforcing training concepts within their teams to ensure practical application. Talent Acquisition Lead full‑cycle recruitment efforts by leveraging active and passive sourcing strategies to identify, engage, and attract top talent across multiple business functions. Develop and maintain strong talent pipelines through proactive networking, market research, relationship building, and strategic sourcing initiatives to support current and future hiring needs. Partner with hiring managers to execute full‑cycle recruitment while building diverse candidate pipelines through LinkedIn sourcing, referrals, job boards, and passive candidate outreach. Utilize innovative sourcing techniques to cultivate high‑quality passive candidate pools, reduce time‑to‑fill, and strengthen long‑term workforce planning efforts. Manage end‑to‑end recruitment processes with a strong focus on pipeline development, candidate engagement, and delivering a high‑quality talent acquisition experience. Build and sustain robust talent pipelines for critical and hard‑to‑fill roles by implementing targeted sourcing strategies and maintaining ongoing candidate relationships. Compliance Research emerging leadership and compliance training trends and provide recommendations to the Director of HR to keep curriculum current and aligned with best practices. Support compliance efforts related to documentation standards, corrective action processes, and performance management procedures. Partner with the HRIS & Compliance Coordinator to ensure accurate record‑keeping, proper system coding, and adherence to documentation retention requirements. Monitor trends in employee relations and performance matters to identify potential compliance risks and recommend proactive mitigation strategies. Responsive Operations Respond to employee questions in a timely and professional manner and in accordance with state and federal requirements. Provide consult to employees and leaders related to the Employee Handbook policy. Employee Engagement Assist People & Culture team in the coordination of all internal training, summit, All Team Convening, Open Enrollment, and employee engagement activities. Contribute to the HR Newsletter: code of conduct & ethics, workplace harassment, grievance policy updates. Participate in facilitation of New Hire Orientation: policy. Human Resources Information System (HRIS) Ensure all performance, training, and employee relations documentation is reviewed for completeness and entered into the HRIS within 24 hours to support documentation integrity and risk mitigation. Benefits Administration Cross‑train in HRIS & compliance administration to provide team support and coverage. Professional Development Maintain professional and technical knowledge by attending educational workshops, webinars, reviewing professional publications, establishing personal network, and participating in professional societies. Attend monthly HRIS trainings/webinars related to changes to the Performance Management and Learning Management modules in the HRIS and communicate changes to PNC team during monthly department meeting and provide recommendations. Other duties as assigned by leadership. Qualifications Minimum of four years’ experience within full‑cycle recruitment, specifically passive/active recruitment role. Minimum of four years’ experience in a strategic HRBP role. Minimum of four years of experience within an HRIS (HR Information System). Familiarity with AI tools and the ability to apply them thoughtfully to improve HR processes, communication, and decision‑making. Education Bachelor’s degree in Business, Human Resources, Communications, Interdisciplinary Studies, or Women and Gender Studies. What you Deliver in this Role See responsibilities sections above for detailed duties and expectations. #J-18808-Ljbffr