People Business Partner

The Donovan's Venom, INC. Is a non-profit 501(c)(3) tax exempt organization dedicated to taking music, art, and entertainment to those who need it the most. The Donovan's Venom, INC. Caters to no particular individual(s) yet pledges relief to impaired or deprived individuals who are in need of musical,visual, comedic, and-or any alternative forms of liberation-through fine art & entertainment. The Donovan's Venom INC. Gives its resources to individuals who don't have the means or access. About Us The Donovan’s Venom is a 501c3 nonprofit organization focused on curating universal accessibility to fine arts and music education for all. We are passionately dedicated to ensuring that everyone, regardless of financial circumstances, has access to high-quality music education, performance opportunities, and fine art. We aim to inspire, empower, and uplift communities by fostering a love for music and the arts through our commitment to education, inclusivity, diversity, and social impact, which drives us to expand our reach continually and enrich the lives of those we serve. We’re looking for a People Business Partner to join our growing team! Position Overview The People Business Partner (PBP) supports the day-to-day people and organizational needs of the nonprofit by partnering with managers, volunteers, and cross-functional teams. This role is ideal for an early-career HR professional who is eager to develop broad HR experience while contributing to a mission-driven organization. The PBP will provide support across volunteer relations, onboarding, performance management, engagement, policy administration, organizational development, HR operations, and compliance. The role will work closely with senior People/HR leadership and may support multiple teams, departments, or geographic regions. Because we are a nonprofit organization, this individual must be comfortable working in a dynamic environment, balancing competing priorities, building processes where they may not yet exist, and supporting a diverse and globally distributed workforce and volunteer community. Key Responsibilities People Business Partnership Partner with managers and team leaders to support day-to-day people-related needs and challenges. Serve as an initial point of contact for volunteers regarding HR policies, practices, processes, and general workplace concerns. Build positive working relationships with team members and develop an understanding of the organization's mission, structure, culture, and workforce needs. Escalate complex relations, legal, compliance, or sensitive matters to senior HR leadership as appropriate. Support managers in creating positive, inclusive, and high-performing teams. Volunteer Lifecycle Support onboarding and orientation for new and volunteers. Help ensure a smooth experience throughout the volunteer lifecycle, including onboarding, role changes, performance conversations, leave, transitions, and offboarding. Maintain accurate personnel and volunteer records and support HR documentation requirements. Assist with exit processes and help identify trends or opportunities for improvement. Volunteer Relations Respond to routine workplace questions and concerns in a professional, timely, and confidential manner. Support the documentation and tracking of and volunteer relations matters. Assist with conflict resolution and help facilitate appropriate communication between team members and managers. Identify issues that require escalation to senior HR leadership. Promote a respectful, inclusive, and mission-aligned workplace culture. Performance & Talent Development Support the administration of performance management and contribution review processes. Help managers prepare for performance conversations and provide guidance on available tools and resources. Assist with tracking performance goals, development plans, and follow-up actions. Support talent development, learning, engagement, and recognition initiatives. Help identify trends related to performance, retention, engagement, or workforce needs. HR Operations & Compliance Support the implementation and administration of HR policies, procedures, and programs. Help maintain compliance with applicable employment, labor, privacy, and organizational requirements. Assist with policy updates, communications, acknowledgments, and recordkeeping. Support audits, reporting, and HR data collection as needed. Maintain confidentiality and exercise sound judgment when handling sensitive information. HR Programs & Projects Onboarding improvements Volunteer engagement Performance management Learning and development Workforce planning Policy development and implementation HR technology and process improvements Diversity, inclusion, accessibility, and belonging initiatives Participate in cross-functional projects and contribute ideas for improving the volunteer experience. Help document and standardize HR processes, workflows, and best practices. Qualifications Required Bachelor's degree in Human Resources, Business Administration, Organizational Development, Psychology, or a related field, or equivalent combination of education and experience. Approximately 1–2 years of experience in Human Resources, People Operations, Talent, or a related people-focused role. Basic knowledge of HR practices, including onboarding, relations, performance management, and HR operations. Strong written and verbal communication skills. Excellent organizational and time-management skills. Ability to handle sensitive and confidential information with discretion. Strong interpersonal skills and the ability to build trust with individuals at different levels of the organization. Ability to work independently while knowing when to seek guidance or escalation issues. Comfortable working in a fast-paced, evolving, and resource-conscious environment. Proficiency with Google Workspace or Microsoft Office and the ability to learn HR technology systems. Preferred Experience working in a nonprofit, startup, remote, or globally distributed organization. Experience supporting both s and volunteers. Exposure to HRIS, ATS, performance management, or engagement platforms. HR certification or progress toward certification, such as SHRM-CP or PHR. Experience supporting process improvement, HR projects, or organizational initiatives. #J-18808-Ljbffr