Human Resources Business Partner - Confidential Search

About the Position

Blackwell HR has a client in the nonprofit space seeking a Human Resources Business Partner to serve as a trusted partner to the directors, managers, and employees across our organization, and to help lead the day-to-day operations of their HR department. This is a hands-on role for an experienced HR professional who can balance strong service, sound judgment, and consistent execution across a wide range of needs. This position is primarily on-site in Hockessin, DE with occasional remote work.

On any given day, you may be helping a manager navigate an employee issue, working with a division director to plan for an upcoming hire, administering a leave or workers’ compensation claim, mapping out a process that isn’t working, moving candidates through the hiring process, or preparing an HR communication for staff. The role requires someone who is comfortable moving between detailed HR administration, employee-facing work, and higher-level problem solving.

This role helps bring structure and better tools to how HR work gets done. You’ll learn how our processes work from start to finish, find where they slow down, and improve them using technology, AI, and automation. You’ll also coordinate projects and shared workflows, keep priorities and timelines moving, guide other HR team members on work connected to your areas of responsibility, and collaborate with leaders across the organization to turn HR priorities into clear, repeatable processes. We’re looking for someone who naturally sees what needs to happen next, brings people and details together, and can move work from idea through execution.

Essential Functions of the Role The following outlines key responsibilities of the role, though not exhaustive.

Partner with leaders across the organization.

Directors, managers, and employees will come to you for practical guidance on everything from everyday questions to more complex situations requiring judgment, discretion, and thoughtful follow-through. You’ll get to know how each division works so your support fits what they actually need. Make processes better.

We want someone who learns how a process works from start to finish, notices unnecessary steps or outdated workflows, and is excited to redesign them so they’re simpler and more consistent. You’ll also help organize projects, clarify ownership, and improve handoffs across HR and the departments we support. Get the most out of our HR technology.

You’ll identify and implement technology solutions, AI tools, automations, and better workflows that reduce manual work, connect systems, and improve efficiency across HR. You’ll look for opportunities to get more out of our existing tools, recommend new solutions when needed, and help managers and employees use technology with ease. Lead recruitment from start to finish.

You’ll partner directly with hiring managers and division leaders, shape searches, build candidate pipelines, and keep hiring moving, especially during our busy seasonal recruitment periods. Keep the employee lifecycle moving smoothly.

You’ll oversee key experiences and processes including onboarding, leaves, benefits, workers’ compensation, and offboarding, balancing compliance with a supportive employee experience. Help us communicate HR well.

You’ll turn policies, programs, and important updates into clear, useful communications that help employees and managers understand what they need to know. Major Objectives/Projects for the First 6-12 Months These first-year priorities are included to give candidates a clear picture of where the HR Business Partner will be expected to focus and what success in the role will look like during the first 6–12 months.

Formalize Recruitment Processes:

Turn the organization’s recruitment practices into a clear, repeatable approach with stronger workflows, tools, templates, and documented processes that create consistency from requisition through offer, built in partnership with hiring managers and division leaders. Map and Improve Core HR Processes:

Learn and document how key HR processes work today, identify where they slow down or break, and use technology, AI, and automation to reduce manual work. Establish greater structure in how HR work is organized, tracked, prioritized, and handed off across the team. Strengthen Internal Communications:

Build stronger connections between HR and the organization through more consistent, useful, and engaging communications that help employees and managers understand important updates, available resources, and where to go for support. Qualifications and Experience The strongest candidates will bring a broad HR foundation, sound judgment, and the ability to independently manage multiple priorities in a highly collaborative environment.

4–6 years of progressive HR experience, with hands-on experience in areas such as employee relations, recruitment, leave and benefits administration, and HR operations. Strong comfort with HR technology and digital tools, including ADP, Breezy, Leapsome, Asana, SharePoint, and Microsoft 365, and experience using AI, automation, or other technology to improve workflows and reduce manual work. Demonstrated experience managing full-cycle recruitment and partnering directly with hiring managers throughout the hiring process. Strong organizational, project management, and analytical skills, including the ability to understand how a process works from start to finish and find practical ways to improve it, while managing competing priorities, maintaining accuracy, and keeping work moving without close supervision. Ability to partner with and advise directors, managers, and employees, influence across teams, and provide practical HR guidance even when you do not have direct authority. Strong written, verbal, presentation, and facilitation skills, with the ability to communicate policies, processes, and HR information effectively across different employee audiences. Working knowledge of employment law and HR compliance requirements, including leave administration, workers’ compensation, and employment recordkeeping. Sound judgment and discretion when working with confidential information and sensitive employee matters. Bachelor’s degree in Human Resources, Business Administration, Industrial-Organizational Psychology, Psychology, or a related field preferred; equivalent relevant experience may be considered. HR certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR preferred. Compensation, Benefits, and Perks

Salary between $75,000 and $83,000 per year This is a full-time exempt position with a 40-hour work week This position is primarily on-site with occasional remote work Competitive benefits package including:

Medical (with Highmark), with 100% employer paid dental and vision insurance 401(k) plan with up to 8% employer contribution Generous paid time off and leave policies Free garden admission Employee Assistance Program (EAP) Professional development opportunities

Application and Hiring Process To apply, please submit:

Resume Cover letter (optional)

Interview Process:

Resume Review

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Our team reviews your qualifications against the role requirements. Application Questionnaire:

You will complete a brief assessment, which includes sharing a mix of short written prompts and one-way video answers. Initial Video Screen:

A conversational call to discuss your background and the role details. Virtual Peer & Manager Interview:

A video call with your potential teammates and the Hiring Manager. Final In-Person Interview & Case Study Review:

You will walk through a practical case study exercise during your final, on-site interview with HR, the Hiring Manager, and Leadership. Timing:

This is a short posting. It will be open for approximately two to three weeks, and we are reviewing applications on a rolling basis. We are moving candidates through the process quickly, so we encourage interested applicants to apply as soon as possible. Target start date is early December 2026. Our commitment: all candidates will receive a status update via email after their application has been reviewed.