hr business partner

Kraft Heinz

<div><h3 class="jobSectionHeader"><b>Job Description<br>
</b></h3><div></div><br>
<div>We&rsquo;re looking for an experienced, hands-on Factory HR Business Partner to join our 6th of October plant and lead the plant people agenda enabling strong performance, safe operations, engaged teams, and a sustainable talent pipeline. Based at the factory and reporting to the Africa &amp; Trading Head of People &amp; Performance, you&rsquo;ll partner closely with the Plant Leadership Team to translate business needs into a clear people plan.<br>
</div><div></div><br>
<div><b>WHAT YOU&rsquo;LL DO<br>
</b></div><div></div><br>
<ul><li>Lead performance management initiatives
</li><li>Lead organizational planning efforts for leadership positions and critical roles
</li><li>Participate in interview and selection panels
</li><li>Facilitate the movement of talent within and across functions
</li><li>Work with leaders and employees to actively manage and resolve performance issues proactively
</li><li>Design Lean Organization and Simplification (structure, processes, systems)
</li><li>Accountable for the social charges and ensure that we comply with labor legislation and authorities in Egypt. Also, in case of any changes, ensure they are reflected correctly on time
</li>Coach leaders on effective development planning, quarterly appraisal cycles, and continuous feedback and mentoring throughout the year<br>
<li>
</li></ul><div></div><br>
<div><b>WHAT YOU BRING<br>
</b></div><div></div><br>
<ul><li>Experience in various HR spheres (like Talent &amp; Development, and Comp&amp;Ben), with the demonstrated ability to influence critical customers across all levels of the organization
</li><li>Prior experience in a manufacturing environment preferred
</li><li>Demonstrable track record of problem-solving, simplifying complex, and effectively leading change
</li><li>Understanding of business fundamentals
</li><li>Strong project management skills with a keen eye for detail, organization, and the ability to run multiple challenging priorities
</li>Excellent English skills<br>
<li>
</li></ul><div></div><br>
<h2 class="jobSectionHeader"><b>Location(s)
</b></h2><div>6 October Factory<br>
</div><div></div><br>
<br>
<div><b>Kraft Heinz is an Equal Opportunity Employer &ndash; Underrepresented Ethnic Minority Groups/Women/Veterans/Individuals with Disabilities/Sexual Orientation/Gender Identity and other protected classes.</b></div></div>

HR Business Partner

MILELE

<div><div>Milele is looking for a forward-thinking HR Business Partner (HRBP) to work closely with business leaders and drive impactful people strategies in a fast-evolving environment.</div><h2 class="jobSectionHeader"><b>
Key Responsibilities</b></h2><ul><li>
Partner with leadership to drive people strategy and business performance</li><li>
Support performance management, talent development, and succession planning</li><li>
Act as a trusted advisor on employee relations, engagement, and culture</li><li>
Provide data-driven insights to support decision-making and organizational growth</li><li>
Lead initiatives around organizational design, change management, and workforce planning</li><li>
Continuously identify opportunities to improve processes and enhance efficiency</li></ul><h2 class="jobSectionHeader"><b>
What We&rsquo;re Looking For</b></h2><ul><li>
3&ndash;4 years of experience in HR Business Partnering / Generalist roles</li><li>
Proficient with MS Excel and Power BI dashboards</li><li>
Strong ownership mindset with the ability to work beyond defined boundaries when required</li><li>
Confidence to constructively challenge and influence stakeholders</li><li>
A proactive, solution-oriented approach with a focus on continuous improvement and innovation</li><li>
Strong analytical and communication skills, with the ability to translate insights into action</li><li>
Interest in leveraging technology and modern tools to enhance HR effectiveness</li></ul></div><div></div>

Signify

<div>
 <strong>
  About Signify
  <br/>
  <br/>
 </strong>
 Through bold discovery and cutting-edge innovation, we lead an industry that is vital for the future of our planet: lighting. Through our leadership in connected lighting and the Internet of Things, we're breaking new ground in data analytics, AI, and smart solutions for homes, offices, cities, and beyond.
 <br/>
 <br/>
 At Signify, you can shape tomorrow by building on our incredible 125+ year legacy while working toward even bolder sustainability goals. Our culture of continuous learning, creativity, and commitment to diversity and inclusion empowers you to grow your skills and career.
 <br/>
 <br/>
 Join us, and together, we&rsquo;ll transform our industry, making a lasting difference for brighter lives and a better world.
 <br/>
 <br/>
 <strong>
  Job Summary
  <br/>
  <br/>
 </strong>
 <strong>
  More about the role
  <br/>
  <br/>
 </strong>
 Partners with organizational leaders to develop and execute HR strategies that support business objectives and creates collaborative and engaging work environment for employees. Determines all people actions required to support the annual operating plan and the three year business strategy and executes programs, tracking tools and strategies to exceed commitments.
 <br/>
 <br/>
 Key Areas of Responsibility
 <br/>
 <br/>
 <ul>
  <li>
   Translate business strategy into people strategy and drive implementation
  </li>
  <li>
   Partner with leaders/managers to support organization design, workforce planning, talent development, and cultural transformation
  </li>
  <li>
   Ensure deployment of global and local HR processes (e.g. performance, talent, DEI, engagement)
  </li>
  <li>
   Use data-driven insights to advise on people trends and solutions
  </li>
  <li>
   Act as a coach to leaders and managers on people matters, their development, ensuring high cultural standards within the organization
  </li>
  <li>
   Ensures compliance with labour laws, ethics and internal policies
  </li>
  <li>
   Leads change management initiatives to support business transformation and workforce effectiveness.
  </li>
  <li>
   Promotes a positive organizational culture and employee engagement initiatives.
  </li>
  <li>
   Collaborate across HR to ensure consistent delivery (CoEs, HR Services, other HRBPs, HR Advisors)
  </li>
  <li>
   Serve as an advocate for employee interests and as a counsel to the business management team.
  </li>
  <li>
   Monitor external environment and implement and leverage best practices.
  </li>
  <li>
   Practice fundamental lean principles to drive waste out of the organization and leverage AI and lean problem solving tools to drive performance.
  </li>
  <li>
   Business and Function HRBP focus on strategic partnership with Business and Functional Leadership teams to determine the future strategic direction together with business leadership.
  </li>
  <li>
   Geography HRBP focus on co-creation and execution of geo (regional / local) HR agenda with Regional or country leadership and management teams looking at local external benchmarks, market dynamics, competition strategies, consistent execution and alignment at the regional/country level.
   <br/>
   <br/>
  </li>
 </ul>
 Critical Experiences
 <br/>
 <br/>
 <ul>
  <li>
   Masters degree in Human Resources, Business Administration, or a related field.
  </li>
  <li>
   6-10 years of experience in HR roles with a focus on strategic partnership, organization design, and change management.
  </li>
  <li>
   Certification in HR (e.g., SHRM-CP, PHR) is preferred but not mandatory.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Everything we&rsquo;ll do for you
  <br/>
  <br/>
 </strong>
 You can grow a lasting career here. We&rsquo;ll encourage you, support you, and challenge you. We&rsquo;ll help you learn and progress in a way that&rsquo;s right for you, with coaching and mentoring along the way. We&rsquo;ll listen to you too, because we see and value every one of our 27,000+ people. We believe that a diverse and inclusive workplace fosters creativity, innovation, and a full spectrum of bright ideas. With a global workforce present in 70+ countries, we are dedicated to creating an inclusive environment where every voice is heard and valued, helping us all achieve more together.
 <br/>
 <br/>
 Come join us, and together we can light up the future.
</div>


Flowers Foods

<div><p><b>FRESH. FORWARD. FLOWERS.</b></p><p>
Flowers Foods, Inc. (NYSE:FLO) is not just about baking; it's about crafting moments of joy with every delicious bite. With 2024 sales of $5.1 billion, and as one of the leading producers of packaged bakery goods in the United States, Flowers Foods brings passion to the table. From the wholesome goodness of Nature's Own and Wonder to the bold and artisanal flavors of Dave's Killer Bread, the rustic goodness of Canyon Bakehouse, and the sweet delights of Tastykake, each product is a celebration of taste and quality. Beyond the oven, Flowers Foods fosters a culture that values and reflects Honesty &amp; Integrity, Respect &amp; Inclusion, Sustainability, Passion, and Humility. With a commitment to innovation and a recipe for success, Flowers Foods is more than a bakery &ndash; it's a delightful journey into the heart of flavor and community.</p><p></p><p><b><br>
Full-time employees are offered the following benefits</b>:</p><ul><li>
Comprehensive health and medical benefits</li><li>
401(k) Retirement savings plan</li><li>
Professional growth and leadership training</li><li>
Paid vacation, holidays, and parental leave</li></ul><p></p><p><i><br>
Benefits may vary depending on your work location.</i></p><div><div><div><h2 class="jobSectionHeader"><b>
Bringing Home the Dough</b></h2></div><div><p>
The Human Resources Business Partner seeks to build a strong advisory relationship with bakery leaders and acts as the main HR strategic advisor to deploy HR strategies and solutions at assigned facility or facilities. Position is responsible for managing the entire human resource function including human resource policies and procedures, compensation, training and development, employee relations, as well as many payroll functions. This role also functions as a bakery and employee advocate and change champion. Position helps to forecast the needs of the business from an HR perspective. Partners with Talent Management to deliver learning and development opportunities and to assist with succession planning and retention efforts. The HR Business Partner is also responsible for managing the remainder of the talent lifecycle at assigned facility or facilities: managing the sourcing and recruitment of talent, positive onboarding, appropriate retention strategies, and facility exits.</p><p></p><p><br>
Position requires demonstration of competency for all on-the-job activities that may have a direct or indirect affect on product safety, legality and/or quality.</p></div></div><div><div><h2 class="jobSectionHeader"><b><br>
Rising to the Challenge: Position Responsibilities</b></h2></div><div><ul><li>
Directs the execution of the company&rsquo;s human resource and labor relations policies, procedures, and programs. Provides general supervision for company-wide activities of personnel administration, wage and salary administration, management training and development, safety, benefits administration, employee communications, employee activities, staffing, legal compliance and labor relations.</li><li>
Actively promotes and reinforces Flowers Foods corporate values and culture</li><li>
Partners with plant leadership as the primary HR strategic advisor for the bakery</li><li>
Develops a trusted advisor relationship with plant leadership and proactively provides advice and the people context for business decisions</li><li>
Works with corporate stakeholders and regional HRBPs to manage and build a strategic talent pipeline in the facility through the execution of recruiting, talent development, performance management, and leadership development strategies</li><li>
Trains and develops plant leadership team</li><li>
Promotes the strategic relationship between HR and management to define business challenges, identify opportunities to deliver value-added HR services and programs, and translate them into focused HR initiatives that meet the business needs of the facility</li><li>
Interprets HR policies and approve exceptions to policy within delegated authority and escalates exceptions outside of delegated authority to regional HRBPs</li><li>
Actively listens and seeks to understand various points of view to arrive at best solution</li><li>
Embraces and drive change for HR programs</li><li>
Develops and disseminates the facility&rsquo;s affirmative action plan</li><li>
Maintains all human resource files and salary records for employees and temporary labor, both electronically and in files.</li><li>
Administers wage and salary policies and the performance management process for employees.</li><li>
Responsible for the administration of the total pre-employment process including sourcing, recruiting, interviewing, investigating and screening of all applicants, referring qualified applicants to appropriate departments, and managing the onboarding processes</li><li>
Supports employee engagement and cultural programs and initiatives</li><li>
Confidently manages upwards and downwards throughout the organization.</li><li>
Monitors HR data and trends and leverages business intelligence to provide new insights.</li><li>
Monitors results of the delivered HR programs, and works with the Regional HRBPs, Centers of Excellence and HRSS to implement facility changes and improvements as needed</li><li>
Keeps Regional HRBPs informed on all pending human resource and labor matters, and lends necessary assistance as requested</li><li>
Responsible for ongoing professional development of the Human Resources Department</li><li>
Practices and complies with all Company policies and procedures (EEO, Harassment, Affirmative Action, Safety, Sarbanes Oxley, etc.)</li><li>
Performs other duties which are deemed by management to be an integral part of the job, including but not limited to fulfillment of work schedules, adherence to attendance policies, and other applicable operating rules, policies and procedures</li></ul></div></div><div><div><h2 class="jobSectionHeader"><b>
Knead to Know: Preferred Qualifications</b></h2></div><div><p>
3 or more year&rsquo;s progressive human resources experience<br>
</p><p>
<br>
Must have the ability to operate with a very high degree of freedom within the frame work of recommended corporate policies</p></div></div><div><div><h2 class="jobSectionHeader"><b><br>
Additional Ingredients: Essential Job Requirements</b></h2></div><div><p>
A four year degree in Human Resources Management or related field.</p></div></div></div><p>
Salary Range- 109901.7 - 121470.3</p><p></p><p><br>
We offer a competitive salary and an excellent total rewards package. Please reply by 6/7/26. Interested job seekers who successfully complete the series of pre-screening questions and who appear to possess the basic qualifications for this position may be contacted for a telephone interview.</p><p></p><p><b><br>
EEO Statement</b></p><p></p><p><br>
Flowers is an Equal Opportunity Employer. Flowers encourages all qualified candidates to apply, regardless of race, color, religion, gender, gender identity or expression, sexual orientation, national origin, age, veteran status, disability status, or people of any other characteristic protected by state or federal law. The job description above outlines the general nature and level of work expected from employees within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities and qualifications for this position. Equivalent combination of education, experience, and skills may supplement above minimum job requirements.</p><p>
If you need assistance with submitting your resume due to a medical condition or disability, please send an e-mail to Christi Felps at christina.felps@flocorp.com or (1) 210 6612361.</p></div>

State of South Carolina

JOB
<br>Do you have a passion to provide meaningful contributions to your community? Would you like to be part of an organization whose central mission is helping to protect, stabilize and strengthen the lives of South Carolina’s children, families, and vulnerable adults? If so, the SC Department of Social Services has the right job opportunity for you!Job Duties: The HR Business Partner identifies potential sources of talent, develops talent acquisition strategies, and fulfills agency workforce needs.Performs standard Recruitment activities using the State's employment application portal - drafting and posting engaging vacancy announcements, evaluating applications, and referring candidates for interview and potential employment. Provides technical assistance to hiring managers and applicants as necessary throughout the recruitment cycle. Provides excellent customer service, using a wide range of communication methods to ensure customer satisfaction.Establishes and maintains supportive and collaborative relationships with management and supervisors to be able to provide staffing needs.Represents the Agency at job fairs, hiring events, colleges and community events. Markets the agency to potential applicants and conduct initial interviews of applicants. In collaboration with DSS Regional and County management, schedules specialized local hiring opportunities, and employs other recruitment strategies.Develops relationships and communication networks consisting of community organizations, college career centers, staffing agencies, and the media in their assigned area of responsibility. In collaboration with agency management, develops marketing campaigns to engage passive talent and message the availability of the DSS career opportunities.Ensures personal identifying information (PII) is properly used, accessed, gathered, shared, and disposed; protects the agency networks and applications by safeguarding systems, equipment and data.Performs other related duties as necessary.
<br><br>
EXAMPLE OF DUTIES
<br>A Bachelor's Degree and experience in recruitment, talent acquisition, or other relevant Human Resources function is required. An equivalent combination of education and experience may be substituted for a Bachelor's Degree on a year-for-year basis.Must have and maintain a valid driver's license while employed in this position. Ability to travel for recruitment meetings, college visits, and career fairs.
<br><br>
SUPPLEMENTAL INFORMATION
<br>This application for employment with the SC Department of Social Services must be completed in its entirety. A resume may be included; but shall not be substituted in lieu of the completion of this application in part or in whole. "See Resume" is not acceptable information for the completion of any part of the requirements of this application. If such is submitted, this employment application will be considered incomplete and may not be forwarded as eligible for consideration to hiring managers.Must possess a valid driver's license. The employee must be able to communicate effectively (written and orally) and write legibly. May be required to work after hours and/or some overnight travel and must be able to lift approximately 15-20 lbs.If you certify, by completion and submission of this application, that you possess educational credentials that qualify you for the available DSS positions, you will be required to provide a certified official transcript, if you are selected for job offer. DIVISION: Human Resources / Richland CountyThe South Carolina Department of Social Services offers an exceptional benefits package that includes: Health, Dental, Vison, Long Term Disability, and Life Insurance for Employee, Spouse, and Children15 days annual (vacation) leave per year15 days sick leave per year13 paid holidaysPaid Parental LeaveState Retirement Plan and Deferred Compensation Programs

HR Business Partner / 61015576

XNRGY Climate Systems

<div><div><h2 class="jobSectionHeader"><b>Location</b></h2>
<p>Mesa</p>
</div><div><h2 class="jobSectionHeader"><b>Address</b></h2>
<p>9019 E Technology Ave, Mesa, Arizona, 85212</p>
</div><div><h2 class="jobSectionHeader"><b>Employment Type</b></h2>
<p>Full time</p>
</div><div><h2 class="jobSectionHeader"><b>Location Type</b></h2>
<p>On-site</p>
</div><div><h2 class="jobSectionHeader"><b>Department</b></h2>
<p>Human Resources</p></div></div>
<br><div><div><p><b>Senior HR Business Partner, Field Service Operations</b></p>
<p><b>Location:</b> Mesa, Arizona</p>
<p><b>Reports to:</b> Vice President, Human Resources</p>
<p></p><p><b>Company Overview:</b></p>
<p>XNRGY is on track to become the <b>fastest U.S. industrial manufacturing company to reach $1B in revenue.</b></p>
<p></p><p>XNRGY Climate Solutions is a leading North American provider of sustainable design and advanced manufacturing for custom air handling (CRAH) and liquid cooling systems (Chillers). Operating from <b>Mesa, Arizona</b> and Montreal, Canada, XNRGY is in a period of <b>rapid growth</b>, having launched two advanced manufacturing facilities in under a year to meet rising demand for energy‑efficient HVAC solutions <b>supporting AI and data center infrastructure</b>.</p>
<p></p><p><b>What Makes This Role Different</b></p>
<p>This is not a traditional HRBP role.</p>
<p></p><p>XNRGY is undergoing rapid growth across Advanced Manufacturing and the <b>buildout </b>of a<b> </b>nationwide <b>Field Service organization</b> that <b>does not yet exist in its final form</b>. This role sits squarely at the center of that growth. This HR Leader will help <b>plan, build, and execute that service organization from the ground up</b>, partnering closely with executive operational leaders to turn strategy into reality.</p>
<p></p><p>The HR Leader will play a visible, <b>hands‑on leadership</b> role in <b>shaping the workforce</b>, <b>building scalable people systems</b>, and ensuring the Service organization grows intelligently&mdash;not just quickly. This role is designed for someone who thrives in environments where the <b>business evolves weekly,</b> stays close to the work and the leaders, and is comfortable getting their hands dirty in the field or on the floor.</p>
<p></p><p>This role is designed for a true builder:</p>
<ul><li>You operate as a <b>true co</b>‑<b>manager to the business</b>&mdash;while you don&rsquo;t own the P&amp;L, you fully own the people agenda</li></ul>
<ul><li>You <b>own your desk</b>&mdash;this is not a task‑driven HRBP role.</li></ul>
<ul><li>You engage directly with the field service teams and leaders across the organization to drive outcomes.</li></ul>
<ul><li>You enjoy managing <b>large, complex, hourly workforces</b> across multiple layers of the organization.</li></ul>
<ul><li>You <b>thrive in ambiguity</b>, <b>touching a variety of things</b>&mdash;sometimes creating, sometimes owning, and other times contributing.</li></ul>
<ul><li>You are energized by<b> building, scaling, and improving organizations in motio</b>n.</li></ul>
<p></p><p>Critically, this role is about <b>plan + build + execute</b>. You are not inheriting a mature service organization&mdash;you are helping design it. That reality intentionally <b>self‑selects true builders over comfort‑seekers</b>, anchors the role as <b>career‑defining</b>, and sets clear expectations around ownership, ambiguity, and execution from day one.</p>
<p></p><p><b>Key Responsibilities:</b></p>
<p><b>HR Leadership &amp; Business Partnership</b></p>
<ul><li>Act as a trusted advisor and thought partner to field leaders, HR leadership, and other cross‑functional teams.</li></ul>
<ul><li>Deeply understand the business: how work gets done, what drives productivity, and where people constraints limit growth.</li></ul>
<ul><li>Bring a &ldquo;my business&rdquo; mindset&mdash;treating engagement, culture, and talent outcomes as personal deliverables.</li></ul>
<p><b>Workforce Planning &amp; Organizational Design</b></p>
<ul><li>Lead workforce planning for a growing, nationwide service organization and manufacturing operation.</li></ul>
<ul><li>Anticipate talent needs business‑wide and actively shape structure, roles, and capability.</li></ul>
<ul><li>Help &ldquo;move the chess pieces&rdquo; as the organization evolves&mdash;right people, right roles, right timing.</li></ul>
<p><b>Performance, Growth &amp; Succession</b></p>
<ul><li>Own performance management practices for the business.</li></ul>
<ul><li>Partner with leaders on talent assessment, calibration, and succession planning.</li></ul>
<ul><li>Elevate leadership capability through coaching and practical development initiatives.</li></ul>
<p><b>People Infrastructure &amp; HR Projects</b></p>
<p>You will own or contribute to a rotating mix of people initiatives and projects, including:</p>
<ul><li>Process improvement and operational effectiveness</li></ul>
<ul><li>Learning &amp; development programs</li></ul>
<ul><li>Onboarding design and execution (not recruiting)</li></ul>
<ul><li>HR program rollouts tied directly to business outcomes</li></ul>
<ul><li>Scaling systems and structure as the organization grows</li></ul>
<p><i>Note: Traditional ER case management is minimal; a formal ER practice does not exist today. This role focuses on prevention, leadership capability, and smart people design rather than reactive casework.</i></p>
<p><b>Compensation &amp; Benefits Partnership</b></p>
<ul><li>Serve as a strong thought partner on compensation and benefits.</li></ul>
<ul><li>Leverage external expertise where appropriate, while ensuring solutions align with the business and workforce makeup.</li></ul>
<p><b>Culture, Engagement &amp; Change</b></p>
<ul><li>Build a culture where people are proud of the work and engaged in the mission.</li></ul>
<ul><li>Lead change initiatives with credibility and visibility.</li></ul>
<ul><li>Be highly present on the floor, in the field, with leaders, and in the business.</li></ul>
<p></p><p><b>First 12 Months &ndash; Success Looks Like</b></p>
<p><b>Learn</b></p>
<ul><li>Develop a deep, practical understanding of XNRGY&rsquo;s operations, service model, and manufacturing environment.</li></ul>
<ul><li>Build credibility with leaders through presence, insight, and follow‑through.</li></ul>
<p><b>Build &amp; Scale</b></p>
<ul><li>Support hypergrowth in 2026 and beyond by building scalable people infrastructure.</li></ul>
<ul><li>Assess talent against future‑state needs; identify strengths and gaps.</li></ul>
<ul><li>Implement talent and performance strategies that raise the bar across the organization.</li></ul>
<p><b>Ideal Candidate Profile</b></p>
<p>This role is designed for an HR Leader who has operated inside the business, not adjacent to it.</p>
<p></p><p><b>Experience</b></p>
<ul><li>5+ years in progressively responsible HR leadership roles.</li></ul>
<ul><li>Strong preference for experience in field service, manufacturing, plant operations, or production environments.</li></ul>
<ul><li>Hands‑on experience supporting hourly workforces.</li></ul>
<ul><li>Background running or supporting a facility, region, or operation is highly valued.</li></ul>
<ul><li>Experience scaling or transforming a business or business unit.</li></ul>
<ul><li>Bachelor&rsquo;s degree required; Master&rsquo;s or CRHA a plus.</li></ul>
<ul><li>Proven track record in talent management, leadership development, and employee engagement.</li></ul>
<ul><li>Excellent communication, problem‑solving, and relationship‑building skills.</li></ul>
<p></p><p><b>Personal &amp; Leadership Competencies</b></p>
<ul><li>Operator Mindset: Thinks like a business leader; practical, decisive, and grounded.</li></ul>
<ul><li>Execution‑Oriented: Delivers real outcomes, not just frameworks.</li></ul>
<ul><li>Comfortable with Scale: Enjoys large groups and complex organizations.</li></ul>
<ul><li>Change Leader: Can influence, guide, and stabilize teams through growth.</li></ul>
<ul><li>Relationship Builder: Builds trust across levels&mdash;from the shop floor to senior leadership.</li></ul>
<ul><li>Ownership Mentality: Takes pride in the business and owns results.</li></ul></div></div><p></p>

Senior HR Business Partner

Bonterra

<div><p><b>US Salary: </b>$84,000 - $95,000</p><p></p><h1 class="jobSectionHeader"><b>
About Us</b></h1><p></p><p>
Bonterra exists to propel every doer of good to their peak impact. We measure that impact against our vision to increase the giving rate as a percentage of GDP from 2% to 3% by 2033. We know that this goal is lofty, but we are confident that the right technology and expertise will strengthen trust in the sector, allowing the social good industry to accelerate growth and reach peak impact. Bonterra's differentiated, end-to-end solutions collectively support a unique network of over 20,000 customers, including over 16,000 nonprofit organizations and over 50 percent of Fortune 100 companies. Learn more at bonterratech.com.</p><p></p><h1 class="jobSectionHeader"><b>
About the Role</b></h1><p></p><p>
We are seeking an Associate HR Business Partner (HRBP) to support day-to-day people operations while partnering with managers and employees to address employee relations matters. This role is ideal for someone who is both detail-oriented and people-focused&mdash;comfortable executing core HR processes while also navigating sensitive workplace issues.</p><div></div><p><b>
Key Responsibilities</b></p><p><b>
People Operations (Tactical HR)</b></p><ul><li><p>
Execute core HR processes including onboarding, offboarding, job changes, and employee lifecycle updates</p></li><li><p>
Maintain accurate employee data in HRIS systems and ensure compliance with internal policies</p></li><li><p>
Support performance management cycles (goal setting, reviews, calibration logistics)</p></li><li><p>
Partner with payroll, benefits, and talent teams to ensure smooth HR operations</p></li><li><p>
Respond to employee inquiries related to policies, processes, and HR programs</p></li><li><p>
Assist in developing and updating HR policies, documentation, and internal resources</p></li></ul><p><b>
Employee Relations</b></p><ul><li><p>
Serve as a first point of contact for employee relations concerns, including conflict resolution, performance issues, and workplace complaints</p></li><li><p>
Conduct intake, documentation, and initial investigations into employee concerns</p></li><li><p>
Partner with HRBPs and legal (as needed) on more complex or sensitive cases</p></li><li><p>
Coach managers on handling performance management, feedback, and employee issues</p></li><li><p>
Ensure consistent, fair, and compliant application of company policies</p></li><li><p>
Identify trends in employee relations and escalate insights to HR leadership</p></li></ul><p><b>
Manager &amp; Team Support</b></p><ul><li><p>
Provide guidance to managers on HR policies, best practices, and people management fundamentals</p></li><li><p>
Support organizational changes (restructures, team moves, etc.) from an operational and communication standpoint</p></li><li><p>
Help drive employee engagement initiatives and support action planning</p></li></ul><p><b>
Compliance &amp; Risk Management</b></p><ul><li><p>
Ensure compliance with federal, state, and local employment laws</p></li><li><p>
Maintain documentation related to employee relations cases and HR actions</p></li><li><p>
Support audits and reporting as needed</p></li></ul><div></div><p><b>
Qualifications</b></p><ul><li><p>
2&ndash;5 years of HR experience, preferably in a generalist, HRBP, or people operations role</p></li><li><p>
Experience handling employee relations issues (e.g., investigations, performance management support)</p></li><li><p>
Strong understanding of HR processes and employment law fundamentals</p></li><li><p>
Excellent interpersonal and communication skills, with the ability to handle sensitive situations with discretion</p></li><li><p>
Highly organized with strong attention to detail and follow-through</p></li><li><p>
Ability to balance multiple priorities in a fast-paced environment</p></li></ul><div></div><p><b>
Preferred Qualifications</b></p><ul><li><p>
Experience working in a high-growth or dynamic organization</p></li><li><p>
Familiarity with HRIS systems (Workday preferred)</p></li><li><p>
Experience supporting or working with R&amp;D leaders</p></li><li><p>
Experience with union employee populations</p></li><li><p>
Bachelor&rsquo;s degree in HR, Business, or related field (or equivalent experience)</p></li><li><p>
HR certification (PHR, SHRM-CP) is a plus</p></li></ul><div></div><p><b>
Success in This Role Looks Like</b></p><ul><li><p>
Employees and managers receive timely, accurate, and thoughtful HR support</p></li><li><p>
Employee relations issues are handled fairly, consistently, and with sound judgment</p></li><li><p>
HR processes run smoothly and efficiently with minimal errors</p></li></ul><p></p><p><i>
At this time, we are unable to consider candidates who require current or future sponsorship for employment authorization.</i></p><p></p><p>
____________________________________________________________________________________</p><p></p><h1 class="jobSectionHeader"><b>
Our Culture</b></h1><p>
At Bonterra, we&rsquo;re innovating with a higher purpose: to increase giving to 3% of US GDP by 2033, creating $573 billion more in global impact every year. At Bonterra, we foster an inclusive, equitable culture where every team member belongs and contributes to meaningful impact. Read more about our values and culture here.</p><p></p><h1 class="jobSectionHeader"><b>
Compensation &amp; Benefits</b></h1><p>
We offer a comprehensive benefits package that supports your health, well-being and growth - explore full details here.
</p><p></p><p><i>Compensation and benefits for this role apply to full-time employees in the United States and may vary based on local standards, laws and norms. Pay is determined by location, skills, experience, and education, and is one part of Bonterra&rsquo;s total rewards package, which may also include bonuses, incentives, equity, and a comprehensive benefits program.
</i></p><p></p><p>____________________________________________________________________________________</p><p></p><h1 class="jobSectionHeader"><b>
Equal Opportunity &amp; Accommodations</b></h1><p>
At Bonterra, we are proud to be an Equal Opportunity Employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. We provide equal employment opportunities without regard to race, color, religion, sex (including pregnancy, sexual orientation, or gender identity), national origin, age, disability, veteran status, or any other characteristic protected by law.<b>
</b></p><p></p><p>If you require a reasonable accommodation during the application process, please submit a request.</p></div>

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