Position Description

The Human Resources Business Partner (HRBP) plays a pivotal role in empowering our people to thrive while advancing our collective purpose. As a trusted partner to managers, the HRBP ensures that our workforce feels supported, inspired, and connected to our mission. Through thoughtful leadership and data-driven insights, the HRBP bridges the gap between organizational goals and individual growth, cultivating a workplace where both people and purpose flourish.

Key Responsibilities

People Partnership

• Be a catalyst for purpose: Partner with managers to align people strategies with the organization’s mission, values, and strategic vision.
• Lead with empathy and impact: Coach managers to build strong, engaged teams that deliver results while fostering a culture of trust and inclusion.
• Shape the future: Contribute to organizational strategies like workforce planning and leadership development, ensuring our people are equipped to achieve transformative change.
• Champion Unity: Advance diversity, equity, inclusion, and belonging efforts, helping build an environment where everyone can bring their full selves to work.

People and Culture

• Be the voice of care: Serve as the primary resource for employee relations, navigating challenges with compassion, fairness, and a solutions-oriented mindset.
• Protect and empower: Guide managers through sensitive employee matters, including conflict resolution and compliance, while ensuring our policies reflect our mission and values.
• Make a difference: Design and implement initiatives that strengthen our workplace culture, ensuring every employee feels connected to their work and inspired to grow.
• Stay ahead of the curve: Keep up with best practices and labor laws to help our organization operate ethically and effectively.

Coach Managers to Inspire Excellence

• Guide with intention: Equip managers with the tools and confidence to set clear expectations, deliver impactful feedback, and foster team growth.
• Support transformation: Partner with managers to navigate the performance review process, focusing on continuous learning and improvement.
• Solve with heart and strategy: Help managers uncover and address the root causes of performance challenges, ensuring solutions align with our values.
• Celebrate development: Advocate for coaching as a daily practice, ensuring that employees feel supported in their personal and professional journeys.

Drive Organizational Impact

• Turn data into action: Analyze trends in employee relations and engagement, using insights to shape strategies that empower our people and strengthen our mission.
• Lead change with care: Partner on organizational projects like restructuring or policy modernization, minimizing disruptions and keeping our people at the center.
• Be a culture steward: Support programs and initiatives that ensure our values shine through every aspect of the employee experience.

Minimum Requirements

• 3 – 5 years of experience in Employee Relations, HR Business Partner, Organizational Development, Labor Relations, or equivalent role supporting the Human Resources function.

Critical Skills

• Change Management Experience: Proven record of supporting or leading change management initiatives to drive organizational effectiveness.

• Talent Development Experience: Demonstrated ability to design or support programs that enhance employee development, career growth, and succession planning.

• HR Technology Knowledge: Familiarity with HRIS systems (e.g., Workday, SAP SuccessFactors, Paycom) and leveraging technology for HR analytics and reporting.

• Project Leadership: Experience managing HR-related projects or cross-functional initiatives, such as policy development or organizational restructuring.

Additional Skills & Qualifications

• Business Acumen: Strong understanding of how HR aligns with and impacts organizational goals, with the ability to speak the language of the business.

• Data and Analytics Proficiency: Experience using HR data and analytics to identify trends, measure success, and guide decision-making.

• Conflict Resolution Expertise: Advanced mediation or conflict resolution skills to effectively manage complex employee relations situations.

• Emotional Intelligence (EQ): Ability to navigate interpersonal dynamics with empathy and tact, especially during sensitive or challenging situations.

• Diversity, Equity, Inclusion, and Belonging (DEIB): Demonstrated experience driving DEI initiatives to create a more inclusive and equitable workplace.

• Adaptability: Proven ability to adjust to shifting priorities and maintain focus in a dynamic, mission-driven environment.

• Influence and Persuasion: Strong ability to influence senior leaders and managers while fostering collaborative relationships across the organization.

Education

• Bachelor’s degree in Human Resources, Business Administration, or a related field preferred. Equivalent experience will be considered.
• PHR/SPHR or SHRM-CP/SHRM-SCP certification preferred.

Physical Requirements

• General office demands

• • Prolonged periods of sitting at a desk and working on a computer.
  • Frequent reaching, handling, and fine manipulation for using office equipment, filing, and managing paperwork.
  • Manual dexterity sufficient to operate a keyboard, mouse, and other office tools.
  • Occasional standing, walking, and bending.
  • Ability to lift up to 10-20 pounds occasionally.
  • Vision abilities required include close vision for computer work and reading documents.
  • Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

About Us

UNOS Benefits

Authorization

Agency Statement

UNOS provide equal employment opportunity for all applicants and employees. It will not unlawfully discriminate or permit harassment against any employee or applicant on the basis of race, ethnicity, color, religion, national origin, gender, age, disability, familial or marital status, military or veteran status, sexual orientation, gender identity and expression, genetic information, or any other characteristics or classification protected under applicable law (“protected categories”). This policy applies not only to hiring, but also to working conditions, benefits and privileges of employment, training, appointments for advancement, transfers, layoffs, recalls, terminations of employment and all other terms and conditions of employment.

UNOS is also an affirmative action employer. It takes affirmative action to recruit and provide opportunities for advancement to qualified females and minorities, individuals with disabilities, special disabled veterans and other protected veterans. It hires and promotes based on job-related requirements and individual qualifications. Action is taken to ensure the fulfillment of this policy as to all phases of the employment process including hiring, placement, training, upgrading, transfers and/or demotions, recruiting, layoffs and termination of employment.

UNOS invites individuals with disabilities and protected veterans to identify themselves, if they wish to do so. Such communication will be kept as confidential as possible and will be used only in accordance with the law. Candidates may contact the EEO/AA Officer at human.resources@unos.org to self-identify or request an accommodation.

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