Human Resources Business Partner

Job Description

Job Description

Who We Are

KIPP SoCal Public Schools is a nonprofit organization that operates 20 tuition-free, open-enrollment charter public schools, within 17 Local Education Agencies (LEA), educating more than 10,000 students and supporting 8,300 alumni to and through college and beyond. Our award winning schools are part of the national KIPP (Knowledge Is Power Program) network, dedicated to meeting the needs of all learners and providing the social, emotional and academic support for success in high school, college, and life.

Mission

Together with families and communities, we create joyful, academically excellent schools that prepare students with the skills and confidence to pursue the paths they choose—college, career and beyond—so they can lead fulfilling lives and create a more just world.

What We Do

At KIPP SoCal we build trusting relationships that are strengthened by high expectations and collaboration alongside laughter and joy. We set ambitious goals and hold each other accountable for students achieving their greatest potential. We work together with each other and in partnership with families and communities in the active pursuit of a more equitable world. We do the right thing, even when it's not always comfortable standing up and speaking out against anti-blackness, racism, oppression, and injustice. We persevere through obstacles and treat failure as an opportunity to learn and grow.

Key Responsibilities

Strategic Performance Coaching & Culture (60%)

• 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 (25%)

• 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.

Operational Excellence & Innovation (15%)

• Data-Informed Advocacy: Translate retention trends and survey data into actionable "leadership moves" for school management.
• AI Integration: Ethically leverage AI as a strategic "co-pilot" to accelerate workflows and drive innovation within the Talent & Equity team.
• Compliance & Safety: Oversee Workers’ Compensation administration, OSHA reporting, and reasonable accommodation requests with meticulous attention to detail.

The Qualifications & Competencies

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.

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.

Compensation & Benefits

• KIPP SoCal Public Schools offers a competitive salary commensurate with experience in a similar position. The salary range for this position is $76,472 to $110,885. New hires are typically brought into the organization at a salary between the range minimum and the salary range midpoint of $93,679 depending on qualifications, internal equity, and the budget allocated for this role. 
• 100% of healthcare premium costs covered by employer, dependents added at 50% of the cost
• Employer-paid KIPP SoCal life insurance
• 401(k) plan with up to 6% match by KIPP SoCal
• Voluntary Benefits (Pet Insurance, Supplemental Life, Accident, Short Term Disability, etc.)
• Generous paid time off program includes 22 holidays, sick leave, and vacation
• Other great benefits (Flexible spending account, EAP, etc.)

KIPP SoCal Public Schools is an equal opportunity employer and does not discriminate on the basis of race, color, religion, sex, age, national origin, veteran status, disability, sexual orientation/gender identity, or any other characteristic protected by applicable law.

KIPP SoCal strives to ensure that our careers website is accessible to all, including individuals with disabilities. If you require reasonable accommodation for any part of the application or hiring process due to a disability, please contact us. You can find our contact information on our website, Information will be sent to a talent acquisition representative who will provide assistance to ensure appropriate consideration in the hiring process.

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.