Home › Companies › 375885033217726F70F9776A0B3CFE54 › HR Business Partner

HR Business Partner

375885033217726F70F9776A0B3CFE54 · HOUSTON, TX 77054; 3077 EL CAMINO ST, HOUSTON, TX, 77054, USA · Active · $80,000–$90,000 / hour · Paycom ATS

Job facts

Field	Value
Company	375885033217726F70F9776A0B3CFE54
Title	HR Business Partner
Normalized title	-
Department / team	Human Resources
Location	HOUSTON, TX, United States
Work model	-
Employment type	Full Time
Salary	$80,000–$90,000 / hour
Status	active
ATS provider	Paycom ATS
Posted / first seen	2026-05-27 / 2026-05-31
Changed / last seen	2026-05-31 / 2026-06-06

Related slices

Page	What it contains	Open
Company jobs	Active postings from 375885033217726F70F9776A0B3CFE54.	Open
Company breakdowns	Role, location, ATS, and work model facets for this company.	Open
ATS provider jobs	Active postings observed through Paycom ATS.	Open
Provider filtered search	The same provider as a filtered job collection.	Open
City jobs	Active postings in HOUSTON.	Open
Department jobs	Active postings in Human Resources.	Open
Lifecycle events	Open, update, close, and reopen events for this posting.	Open
Original posting	Canonical source or apply URL captured from the ATS.	Open

Linked records

Company	375885033217726F70F9776A0B3CFE54
Source	f8a4c96a-7ea2-4722-987e-4ed8292cab75
ATS provider	Paycom ATS

Description

Description POSITION SUMMARY HAWC seeks an HR Business Partner! This HRBP role serves as a strategic partner to program leadership, aligning people strategies with organizational goals to strengthen performance, accountability, and culture. This role blends training facilitation, performance consulting, employee relations expertise, and organizational design support to help leaders build high-performing, engaged teams that advance the agency’s mission. The HRBP provides proactive consultation to leaders on performance management, employee relations matters, and complex workplace concerns. This includes conducting workplace investigations, assessing risk, ensuring procedural fairness, and making well-informed recommendations aligned with agency policy and employment law. The HRBP partners with leadership to address concerns early, promote professionalism, and foster a respectful and compliant work environment. In collaboration with the Director of HR, the HRBP consults on program organizational structure, talent alignment, and workforce planning to ensure operational efficiency and clarity of expectations. The role also partners closely with the Employee Lifecycle & Engagement Coordinator to review trends related to turnover, stay interviews, engagement feedback, and exit data, identifying patterns and recommending proactive strategies to strengthen retention and morale. In addition to strategic partnership, the HRBP facilitates leadership and employee trainings, contributes to employee engagement initiatives, and supports shared HR communications to reinforce a culture of continuous learning and accountability. This position cross-trains in HRIS and compliance functions to ensure operational continuity and team coverage. Work Schedule Monday - Friday 8:30 am.- 5:30 pm or 9:00 am- 6:00 pm Flexibility to work evenings and weekends as needed Our Total Compensation Package Compensation $80,000 - $90,000 based on relevant experience Pay schedule semi-monthly Medical, Dental, Vision, Life and Disability Insurance Programs Generous Paid time Off- 11 paid holidays per year, 3 personal holidays per year, 15 paid Vacation days per year, approx. 7 hours per month of accrued Sick days 401K the agency matches 125% of employee contributions up to 4% of the annual salary of a full-time employee Company paid Life Insurance Company paid Long Term Disability Employee Assistance Program Imagine a place where your talent can make a meaningful difference in people’s lives. Working at Houston Area Women’s center gives you a rewarding experience in which our diverse team of employees work together as part of the empowerment of a survivor’s life and at the same time part of a much larger mission. We are committed to doing the work and challenging each other to be an organization in which everyone is respected and heard. Every day we continue to embed diversity, inclusion, belonging, and equity in everything we do as we provide service to survivors of domestic and sexual violence. Qualifications The Requirements We are Seeking: Education Bachelor's degree in Business, Human Resources, Communications, Interdisciplinary Studies, or Women and Gender Studies Experience Minimum of four years' experience within full-cycle recruitment- specifically passive/active recruitment role. Minimum of four years' experience in a strategic HRBP role. A minimum of four years of experience withing a HRIS (HR Information System) Familiarity with AI tools and the ability to apply them thoughtfully to improve HR processes, communication, and decision-making. What you Deliver in this role Performance Management & Employee Relations Serve as a strategic advisor to leaders on performance expectations, workplace conduct, accountability standards, and employee relations matters Provide consultation and guidance on performance concerns, interpersonal conflicts, conduct issues, policy violations, attendance concerns, and corrective action processes Conduct prompt, thorough, and impartial workplace investigations, including documentation review, interviews, credibility assessments, and policy analysis Prepare objective investigation summaries and provide well-reasoned recommendations aligned with agency policy, employment law, and risk mitigation standards. Guide leaders in delivering effective feedback, coaching conversations, and performance improvement plans (PIPs), ensuring documentation is clear, consistent, and defensible Ensure performance management and employee relations practices are applied equitably across programs to promote fairness, reduce bias, and minimize legal exposure Facilitate conflict resolution and mediation efforts, when appropriate, to strengthen working relationships and restore team effectiveness Review performance evaluations and corrective action documentation to ensure alignment with documented expectations and agency standards Monitor and analyze trends in performance concerns, grievances, investigations, turnover, and engagement feedback; identify patterns and recommend proactive interventions. Partner with the Employee Lifecycle & Engagement Coordinator to assess insights from stay interviews, exit interviews, and engagement surveys to inform retention and performance strategies Deliver training to leaders and employees on feedback delivery, documentation best practices, professionalism, accountability, and conflict resolution Escalate complex or high-risk matters to the Director of HR as appropriate, ensuring strategic alignment and compliance oversight Training & Development In collaboration with the Director of HR (HRD), design, facilitate, and evaluate leadership and employee trainings aligned with organizational priorities, compliance requirements, and culture objectives Partner with the HRD to lead interactive workshops that build leadership capability in performance management, accountability, communication, conflict resolution, and professional conduct Work jointly with the HRD to assess program training needs and recommend targeted learning strategies that strengthen team effectiveness and service delivery Support the HRD in developing and maintaining structured leadership development content, toolkits, and facilitation materials to ensure consistency and scalability across programs Co-facilitate or independently facilitate, as aligned with the HRD, performance expectation components of New Hire Orientation to reinforce accountability and agency standards from day one Collaborate with the HRD on continuous learning initiatives, including leadership development content for internal communications such as the HR Newsletter Evaluate training effectiveness in partnership with the HRD through participant feedback, engagement data, and performance outcomes; recommend strategic adjustments to improve impact Assist the HRD in aligning training initiatives with workforce planning, succession planning, and organizational design efforts Coach leaders, in coordination with the HRD, on reinforcing training concepts within their teams to ensure practical application Talent Acquisition Led full-cycle recruitment efforts by leveraging both active and passive sourcing strategies to identify, engage, and attract top talent across multiple business functions. Developed and maintained strong talent pipelines through proactive networking, market research, relationship building, and strategic sourcing initiatives to support current and future hiring needs. Partnered with hiring managers to execute full-cycle recruitment while building diverse candidate pipelines through LinkedIn sourcing, referrals, job boards, and passive candidate outreach. Utilized innovative sourcing techniques to cultivate high-quality passive candidate pools, reduce time-to-fill, and strengthen long-term workforce planning efforts. Managed end-to-end recruitment processes with a strong focus on pipeline development, candidate engagement, and delivering a high-quality talent acquisition experience. Built and sustained robust talent pipelines for critical and hard-to-fill roles by implementing targeted sourcing strategies and maintaining ongoing candidate relationships. Compliance Research emerging leadership and compliance training trends and provide recommendations to the HRD to keep curriculum current and aligned with best practices Support compliance efforts related to documentation standards, corrective action processes, and performance management procedures Partner with the HRIS & Compliance Coordinator to ensure accurate recordkeeping, proper system coding, and adherence to documentation retention requirements Monitor trends in employee relations and performance matters to identify potential compliance risks and recommend proactive mitigation strategies Responsive Operations Respond to employee questions in a timely and professional manner and in accordance with state and federal requirements Provide consult to employees and leaders related to the Employee Handbook policy Employee Engagement Assist People & Culture team in the coordination of all internal training, summit, All Team Convening, Open Enrollment, Employee Engagement activities, etc HR Newsletter: Code of Conduct & Ethics, Workplace Harassment, Grievance Policy etc. updates Participate in facilitation of New Hire Orientation: Policy Human Resources Information System (HRIS) Ensure all performance, training, and employee relations documentation is reviewed for completeness and entered into the HRIS within 24 hours to support documentation integrity and risk mitigation Benefits Administration Cross-train in HRIS & Compliance administration to provide team support and coverage Professional Development Maintains professional and technical knowledge by attending educational workshops, webinars, reviewing professional publications, establishing personal network, and participating in professional societies Attend monthly HRIS trainings/webinars related to changes to the Performance Management and Learning Management modules in the HRIS and communicate changes to PNC team during monthly department meeting and provide recommendations Other duties as assigned by leadership When you work here at HAWC you make an impact not just in the lives of the survivors and the people you help but also make an impact in our own lives and our community. We learn and grow with a purpose where we strive to work for a common cause, which is to end domestic and sexual violence for ALL.

Full job record

Job ID	0df273739c88d66c066041b72e160760e37dece0
Org ID	ec97d712-d09c-4c77-8a00-d03b45899c2a
Source ID	f8a4c96a-7ea2-4722-987e-4ed8292cab75
Board ID	f8a4c96a-7ea2-4722-987e-4ed8292cab75
Provider	paycom
Provider Job Key	464497
Title	HR Business Partner
Normalized Title	—
Status	active
Active	yes
Location Text	HOUSTON, TX 77054; 3077 EL CAMINO ST, HOUSTON, TX, 77054, USA
Department	Human Resources
Team	—
Employment Type	full_time
Workplace Type	—
Remote Policy	—
Country	United States
Region	TX
City	HOUSTON
Salary Raw	Description POSITION SUMMARY HAWC seeks an HR Business Partner! This HRBP role serves as a strategic partner to program leadership, aligning people strategies with organizational goals to strengthen performance, accountability, and culture. This role blends training facilitation, performance consulting, employee relations expertise, and organizational design support to help leaders build high-performing, engaged teams that advance the agency’s mission. The HRBP provides proactive consultation to leaders on performance management, employee relations matters, and complex workplace concerns. This includes conducting workplace investigations, assessing risk, ensuring procedural fairness, and making well-informed recommendations aligned with agency policy and employment law. The HRBP partners with leadership to address concerns early, promote professionalism, and foster a respectful and compliant work environment. In collaboration with the Director of HR, the HRBP consults on program organizational structure, talent alignment, and workforce planning to ensure operational efficiency and clarity of expectations. The role also partners closely with the Employee Lifecycle & Engagement Coordinator to review trends related to turnover, stay interviews, engagement feedback, and exit data, identifying patterns and recommending proactive strategies to strengthen retention and morale. In addition to strategic partnership, the HRBP facilitates leadership and employee trainings, contributes to employee engagement initiatives, and supports shared HR communications to reinforce a culture of continuous learning and accountability. This position cross-trains in HRIS and compliance functions to ensure operational continuity and team coverage. Work Schedule Monday - Friday 8:30 am.- 5:30 pm or 9:00 am- 6:00 pm Flexibility to work evenings and weekends as needed Our Total Compensation Package Compensation $80,000 - $90,000 based on relevant experience Pay schedule semi-monthly Medical, Dental, Vision, Life and Disability Insurance Programs Generous Paid time Off- 11 paid holidays per year, 3 personal holidays per year, 15 paid Vacation days per year, approx. 7 hours per month of accrued Sick days 401K the agency matches 125% of employee contributions up to 4% of the annual salary of a full-time employee Company paid Life Insurance Company paid Long Term Disability Employee Assistance Program Imagine a place where your talent can make a meaningful difference in people’s lives. Working at Houston Area Women’s center gives you a rewarding experience in which our diverse team of employees work together as part of the empowerment of a survivor’s life and at the same time part of a much larger mission. We are committed to doing the work and challenging each other to be an organization in which everyone is respected and heard. Every day we continue to embed diversity, inclusion, belonging, and equity in everything we do as we provide service to survivors of domestic and sexual violence. Qualifications The Requirements We are Seeking: Education Bachelor's degree in Business, Human Resources, Communications, Interdisciplinary Studies, or Women and Gender Studies Experience Minimum of four years' experience within full-cycle recruitment- specifically passive/active recruitment role. Minimum of four years' experience in a strategic HRBP role. A minimum of four years of experience withing a HRIS (HR Information System) Familiarity with AI tools and the ability to apply them thoughtfully to improve HR processes, communication, and decision-making. What you Deliver in this role Performance Management & Employee Relations Serve as a strategic advisor to leaders on performance expectations, workplace conduct, accountability standards, and employee relations matters Provide consultation and guidance on performance concerns, interpersonal conflicts, conduct issues, policy violations, attendance concerns, and corrective action processes Conduct prompt, thorough, and impartial workplace investigations, including documentation review, interviews, credibility assessments, and policy analysis Prepare objective investigation summaries and provide well-reasoned recommendations aligned with agency policy, employment law, and risk mitigation standards. Guide leaders in delivering effective feedback, coaching conversations, and performance improvement plans (PIPs), ensuring documentation is clear, consistent, and defensible Ensure performance management and employee relations practices are applied equitably across programs to promote fairness, reduce bias, and minimize legal exposure Facilitate conflict resolution and mediation efforts, when appropriate, to strengthen working relationships and restore team effectiveness Review performance evaluations and corrective action documentation to ensure alignment with documented expectations and agency standards Monitor and analyze trends in performance concerns, grievances, investigations, turnover, and engagement feedback; identify patterns and recommend proactive interventions. Partner with the Employee Lifecycle & Engagement Coordinator to assess insights from stay interviews, exit interviews, and engagement surveys to inform retention and performance strategies Deliver training to leaders and employees on feedback delivery, documentation best practices, professionalism, accountability, and conflict resolution Escalate complex or high-risk matters to the Director of HR as appropriate, ensuring strategic alignment and compliance oversight Training & Development In collaboration with the Director of HR (HRD), design, facilitate, and evaluate leadership and employee trainings aligned with organizational priorities, compliance requirements, and culture objectives Partner with the HRD to lead interactive workshops that build leadership capability in performance management, accountability, communication, conflict resolution, and professional conduct Work jointly with the HRD to assess program training needs and recommend targeted learning strategies that strengthen team effectiveness and service delivery Support the HRD in developing and maintaining structured leadership development content, toolkits, and facilitation materials to ensure consistency and scalability across programs Co-facilitate or independently facilitate, as aligned with the HRD, performance expectation components of New Hire Orientation to reinforce accountability and agency standards from day one Collaborate with the HRD on continuous learning initiatives, including leadership development content for internal communications such as the HR Newsletter Evaluate training effectiveness in partnership with the HRD through participant feedback, engagement data, and performance outcomes; recommend strategic adjustments to improve impact Assist the HRD in aligning training initiatives with workforce planning, succession planning, and organizational design efforts Coach leaders, in coordination with the HRD, on reinforcing training concepts within their teams to ensure practical application Talent Acquisition Led full-cycle recruitment efforts by leveraging both active and passive sourcing strategies to identify, engage, and attract top talent across multiple business functions. Developed and maintained strong talent pipelines through proactive networking, market research, relationship building, and strategic sourcing initiatives to support current and future hiring needs. Partnered with hiring managers to execute full-cycle recruitment while building diverse candidate pipelines through LinkedIn sourcing, referrals, job boards, and passive candidate outreach. Utilized innovative sourcing techniques to cultivate high-quality passive candidate pools, reduce time-to-fill, and strengthen long-term workforce planning efforts. Managed end-to-end recruitment processes with a strong focus on pipeline development, candidate engagement, and delivering a high-quality talent acquisition experience. Built and sustained robust talent pipelines for critical and hard-to-fill roles by implementing targeted sourcing strategies and maintaining ongoing candidate relationships. Compliance Research emerging leadership and compliance training trends and provide recommendations to the HRD to keep curriculum current and aligned with best practices Support compliance efforts related to documentation standards, corrective action processes, and performance management procedures Partner with the HRIS & Compliance Coordinator to ensure accurate recordkeeping, proper system coding, and adherence to documentation retention requirements Monitor trends in employee relations and performance matters to identify potential compliance risks and recommend proactive mitigation strategies Responsive Operations Respond to employee questions in a timely and professional manner and in accordance with state and federal requirements Provide consult to employees and leaders related to the Employee Handbook policy Employee Engagement Assist People & Culture team in the coordination of all internal training, summit, All Team Convening, Open Enrollment, Employee Engagement activities, etc HR Newsletter: Code of Conduct & Ethics, Workplace Harassment, Grievance Policy etc. updates Participate in facilitation of New Hire Orientation: Policy Human Resources Information System (HRIS) Ensure all performance, training, and employee relations documentation is reviewed for completeness and entered into the HRIS within 24 hours to support documentation integrity and risk mitigation Benefits Administration Cross-train in HRIS & Compliance administration to provide team support and coverage Professional Development Maintains professional and technical knowledge by attending educational workshops, webinars, reviewing professional publications, establishing personal network, and participating in professional societies Attend monthly HRIS trainings/webinars related to changes to the Performance Management and Learning Management modules in the HRIS and communicate changes to PNC team during monthly department meeting and provide recommendations Other duties as assigned by leadership When you work here at HAWC you make an impact not just in the lives of the survivors and the people you help but also make an impact in our own lives and our community. We learn and grow with a purpose where we strive to work for a common cause, which is to end domestic and sexual violence for ALL.
Salary Min	80,000
Salary Max	90,000
Salary Currency	USD
Salary Period	hour
Source URL	https://www.paycomonline.net/v4/ats/web.php/jobs/ViewJobDetails?job=464497&clientkey=375885033217726F70F9776A0B3CFE54
Apply URL	https://www.paycomonline.net/v4/ats/web.php/jobs/ViewJobDetails?job=464497&clientkey=375885033217726F70F9776A0B3CFE54
First Seen At	2026-05-31 19:07:44Z
Last Seen At	2026-06-06 09:59:52Z
Last Checked At	2026-06-06 09:59:52Z
Last Changed At	2026-05-31 19:07:44Z
Inactive At	—
Source Posted At	2026-05-27 00:00:00Z
Source Updated At	—
Raw Payload Uri	s3://job-postings-prod-raw-590183727216/raw/provider=paycom/board=375885033217726F70F9776A0B3CFE54/date=2026-06-06/2026-06-06T09-59-50-700Z-bef3d08529528ade0d1dcfe0cb4502e90e4817dacf5d96824bbb4dbcc7320d59.json

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    "description": "<p style=\"margin-bottom:11px;\"><span style=\"font-size:12pt;\"><span style=\"line-height:normal;\"><span style=\"font-family:Aptos, sans-serif;\"><b><span style=\"font-size:10.5pt;\"><span style=\"font-family:Arial, sans-serif;\">POSITION SUMMARY </span></span></b></span></span></span></p>\n\n<p style=\"margin-bottom:11px;\"><span style=\"font-size:12pt;\"><span style=\"line-height:normal;\"><span style=\"font-family:Aptos, sans-serif;\"><span style=\"font-size:10.5pt;\"><span style=\"font-family:Arial, sans-serif;\">HAWC seeks an HR Business Partner! This HRBP role serves as a strategic partner to program leadership, aligning people strategies with organizational goals to strengthen performance, accountability, and culture. 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The role also partners closely with the Employee Lifecycle &amp; Engagement Coordinator to review trends related to turnover, stay interviews, engagement feedback, and exit data, identifying patterns and recommending proactive strategies to strengthen retention and morale.</span></span></span></span></span></p>\n\n<p style=\"margin-bottom:11px;\"><span style=\"font-size:12pt;\"><span style=\"line-height:normal;\"><span style=\"font-family:Aptos, sans-serif;\"><span style=\"font-size:10.5pt;\"><span style=\"font-family:Arial, sans-serif;\">In addition to strategic partnership, the HRBP facilitates leadership and employee trainings, contributes to employee engagement initiatives, and supports shared HR communications to reinforce a culture of continuous learning and accountability. 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    "googleJobJson": "{\"@context\":\"https://schema.org/\",\"@type\":\"JobPosting\",\"title\":\"HR Business Partner\",\"identifier\":\"J0ZJ44464497\",\"url\":\"https://www.paycomonline.net/v4/ats/web.php/portal/375885033217726F70F9776A0B3CFE54/jobs/464497\",\"image\":\"https://www.paycomonline.net/v4/ats/web.php/application/style/logo?clientkey=375885033217726F70F9776A0B3CFE54\",\"datePosted\":\"2026-05-27\",\"description\":\"Job DetailsJob Location: HOUSTON, TX 77054Position Type: Full TimeEducation Level: 4 Year DegreeTravel Percentage: Up to 25%Job Category: Human ResourcesPOSITION SUMMARY \\n\\nHAWC seeks an HR Business Partner! This HRBP role serves as a strategic partner to program leadership, aligning people strategies with organizational goals to strengthen performance, accountability, and culture. This role blends training facilitation, performance consulting, employee relations expertise, and organizational design support to help leaders build high-performing, engaged teams that advance the agency’s mission.\\n\\nThe HRBP provides proactive consultation to leaders on performance management, employee relations matters, and complex workplace concerns. This includes conducting workplace investigations, assessing risk, ensuring procedural fairness, and making well-informed recommendations aligned with agency policy and employment law. The HRBP partners with leadership to address concerns early, promote professionalism, and foster a respectful and compliant work environment.\\n\\nIn collaboration with the Director of HR, the HRBP consults on program organizational structure, talent alignment, and workforce planning to ensure operational efficiency and clarity of expectations. The role also partners closely with the Employee Lifecycle &amp; Engagement Coordinator to review trends related to turnover, stay interviews, engagement feedback, and exit data, identifying patterns and recommending proactive strategies to strengthen retention and morale.\\n\\nIn addition to strategic partnership, the HRBP facilitates leadership and employee trainings, contributes to employee engagement initiatives, and supports shared HR communications to reinforce a culture of continuous learning and accountability. This position cross-trains in HRIS and compliance functions to ensure operational continuity and team coverage.\\n\\nWork Schedule\\n\\n\\n\\tMonday - Friday\\n\\t8:30 am.- 5:30 pm or 9:00 am- 6:00 pm\\n\\tFlexibility to work evenings and weekends as needed\\n\\n\\nOur Total Compensation Package\\n\\n\\n\\tCompensation $80,000 - $90,000 based on relevant experience\\n\\tPay schedule semi-monthly\\n\\tMedical, Dental, Vision, Life and Disability Insurance Programs\\n\\tGenerous Paid time Off- 11 paid holidays per year, 3 personal holidays per year, 15 paid Vacation days per year, approx. 7 hours per month of accrued Sick days\\n\\t401K the agency matches 125% of employee contributions up to 4% of the annual salary of a full-time employee\\n\\tCompany paid Life Insurance\\n\\tCompany paid Long Term Disability\\n\\tEmployee Assistance Program\\n\\n\\nImagine a place where your talent can make a meaningful difference in people’s lives. Working at Houston Area Women’s center gives you a rewarding experience in which our diverse team of employees work together as part of the empowerment of a survivor’s life and at the same time part of a much larger mission. We are committed to doing the work and challenging each other to be an organization in which everyone is respected and heard. Every day we continue to embed diversity, inclusion, belonging, and equity in everything we do as we provide service to survivors of domestic and sexual violence.QualificationsThe Requirements We are Seeking:\\n\\nEducation\\n\\n\\n\\tBachelor's degree in Business, Human Resources, Communications, Interdisciplinary Studies, or Women and Gender Studies\\n\\n\\nExperience\\n\\n\\n\\tMinimum of four years' experience within full-cycle recruitment- specifically passive/active recruitment role.\\n\\tMinimum of four years' experience in a strategic HRBP role.\\n\\tA minimum of four years of experience withing a HRIS (HR Information System)\\n\\t\\n\\t\\n\\tFamiliarity with AI tools and the ability to apply them thoughtfully to improve HR processes, communication, and decision-making.\\n\\t\\n\\t\\n\\n\\nWhat you Deliver in this role\\n\\nPerformance Management &amp; Employee Relations\\n\\n\\n\\tServe as a strategic advisor to leaders on performance expectations, workplace conduct, accountability standards, and employee relations matters\\n\\tProvide consultation and guidance on performance concerns, interpersonal conflicts, conduct issues, policy violations, attendance concerns, and corrective action processes\\n\\tConduct prompt, thorough, and impartial workplace investigations, including documentation review, interviews, credibility assessments, and policy analysis\\n\\tPrepare objective investigation summaries and provide well-reasoned recommendations aligned with agency policy, employment law, and risk mitigation standards.\\n\\tGuide leaders in delivering effective feedback, coaching conversations, and performance improvement plans (PIPs), ensuring documentation is clear, consistent, and defensible\\n\\tEnsure performance management and employee relations practices are applied equitably across programs to promote fairness, reduce bias, and minimize legal exposure\\n\\tFacilitate conflict resolution and mediation efforts, when appropriate, to strengthen working relationships and restore team effectiveness\\n\\tReview performance evaluations and corrective action documentation to ensure alignment with documented expectations and agency standards\\n\\tMonitor and analyze trends in performance concerns, grievances, investigations, turnover, and engagement feedback; identify patterns and recommend proactive interventions.\\n\\tPartner with the Employee Lifecycle &amp; Engagement Coordinator to assess insights from stay interviews, exit interviews, and engagement surveys to inform retention and performance strategies\\n\\tDeliver training to leaders and employees on feedback delivery, documentation best practices, professionalism, accountability, and conflict resolution\\n\\tEscalate complex or high-risk matters to the Director of HR as appropriate, ensuring strategic alignment and compliance oversight\\n\\n\\nTraining &amp; Development\\n\\n\\n\\tIn collaboration with the Director of HR (HRD), design, facilitate, and evaluate leadership and employee trainings aligned with organizational priorities, compliance requirements, and culture objectives\\n\\tPartner with the HRD to lead interactive workshops that build leadership capability in performance management, accountability, communication, conflict resolution, and professional conduct\\n\\tWork jointly with the HRD to assess program training needs and recommend targeted learning strategies that strengthen team effectiveness and service delivery\\n\\tSupport the HRD in developing and maintaining structured leadership development content, toolkits, and facilitation materials to ensure consistency and scalability across programs\\n\\tCo-facilitate or independently facilitate, as aligned with the HRD, performance expectation components of New Hire Orientation to reinforce accountability and agency standards from day one\\n\\tCollaborate with the HRD on continuous learning initiatives, including leadership development content for internal communications such as the HR Newsletter\\n\\tEvaluate training effectiveness in partnership with the HRD through participant feedback, engagement data, and performance outcomes; recommend strategic adjustments to improve impact\\n\\tAssist the HRD in aligning training initiatives with workforce planning, succession planning, and organizational design efforts\\n\\tCoach leaders, in coordination with the HRD, on reinforcing training concepts within their teams to ensure practical application\\n\\n\\n \\n\\nTalent Acquisition\\n\\n\\n\\tLed full-cycle recruitment efforts by leveraging both active and passive sourcing strategies to identify, engage, and attract top talent across multiple business functions.\\n\\n\\n \\n\\n\\n\\tDeveloped and maintained strong talent pipelines through proactive networking, market research, relationship building, and strategic sourcing initiatives to support current and future hiring needs.\\n\\n\\n \\n\\n\\n\\tPartnered with hiring managers to execute full-cycle recruitment while building diverse candidate pipelines through LinkedIn sourcing, referrals, job boards, and passive candidate outreach.\\n\\n\\n \\n\\n\\n\\tUtilized innovative sourcing techniques to cultivate high-quality passive candidate pools, reduce time-to-fill, and strengthen long-term workforce planning efforts.\\n\\n\\n \\n\\n\\n\\tManaged end-to-end recruitment processes with a strong focus on pipeline development, candidate engagement, and delivering a high-quality talent acquisition experience.\\n\\n\\n \\n\\n\\n\\tBuilt and sustained robust talent pipelines for critical and hard-to-fill roles by implementing targeted sourcing strategies and maintaining ongoing candidate relationships.\\n\\n\\nCompliance \\n\\n\\n\\tResearch emerging leadership and compliance training trends and provide recommendations to the HRD to keep curriculum current and aligned with best practices\\n\\tSupport compliance efforts related to documentation standards, corrective action processes, and performance management procedures\\n\\tPartner with the HRIS &amp; Compliance Coordinator to ensure accurate recordkeeping, proper system coding, and adherence to documentation retention requirements\\n\\tMonitor trends in employee relations and performance matters to identify potential compliance risks and recommend proactive mitigation strategies\\n\\n\\nResponsive Operations\\n\\n\\n\\tRespond to employee questions in a timely and professional manner and in accordance with state and federal requirements\\n\\tProvide consult to employees and leaders related to the Employee Handbook policy\\n\\n\\nEmployee Engagement\\n\\n\\n\\tAssist People &amp; Culture team in the coordination of all internal training, summit, All Team Convening, Open Enrollment, Employee Engagement activities, etc\\n\\tHR Newsletter:  Code of Conduct &amp; Ethics, Workplace Harassment, Grievance Policy etc. updates\\n\\tParticipate in facilitation of New Hire Orientation: Policy\\n\\n\\nHuman Resources Information System (HRIS)\\n\\n\\n\\tEnsure all performance, training, and employee relations documentation is reviewed for completeness and entered into the HRIS within 24 hours to support documentation integrity and risk mitigation\\n\\n\\nBenefits Administration\\n\\n\\n\\tCross-train in HRIS &amp; Compliance administration to provide team support and coverage\\n\\n\\nProfessional Development\\n\\n\\n\\tMaintains professional and technical knowledge by attending educational workshops, webinars, reviewing professional publications, establishing personal network, and participating in professional societies\\n\\tAttend monthly HRIS trainings/webinars related to changes to the Performance Management and Learning Management modules in the HRIS and communicate changes to PNC team during monthly department meeting and provide recommendations\\n\\tOther duties as assigned by leadership\\n\\n\\n \\n\\nWhen you work here at HAWC you make an impact not just in the lives of the survivors and the people you help but also make an impact in our own lives and our community. We learn and grow with a purpose where we strive to work for a common cause, which is to end domestic and sexual violence for ALL.\",\"responsibilities\":\"POSITION SUMMARY \\n\\nHAWC seeks an HR Business Partner! This HRBP role serves as a strategic partner to program leadership, aligning people strategies with organizational goals to strengthen performance, accountability, and culture. This role blends training facilitation, performance consulting, employee relations expertise, and organizational design support to help leaders build high-performing, engaged teams that advance the agency’s mission.\\n\\nThe HRBP provides proactive consultation to leaders on performance management, employee relations matters, and complex workplace concerns. This includes conducting workplace investigations, assessing risk, ensuring procedural fairness, and making well-informed recommendations aligned with agency policy and employment law. The HRBP partners with leadership to address concerns early, promote professionalism, and foster a respectful and compliant work environment.\\n\\nIn collaboration with the Director of HR, the HRBP consults on program organizational structure, talent alignment, and workforce planning to ensure operational efficiency and clarity of expectations. The role also partners closely with the Employee Lifecycle &amp; Engagement Coordinator to review trends related to turnover, stay interviews, engagement feedback, and exit data, identifying patterns and recommending proactive strategies to strengthen retention and morale.\\n\\nIn addition to strategic partnership, the HRBP facilitates leadership and employee trainings, contributes to employee engagement initiatives, and supports shared HR communications to reinforce a culture of continuous learning and accountability. This position cross-trains in HRIS and compliance functions to ensure operational continuity and team coverage.\\n\\nWork Schedule\\n\\n\\n\\tMonday - Friday\\n\\t8:30 am.- 5:30 pm or 9:00 am- 6:00 pm\\n\\tFlexibility to work evenings and weekends as needed\\n\\n\\nOur Total Compensation Package\\n\\n\\n\\tCompensation $80,000 - $90,000 based on relevant experience\\n\\tPay schedule semi-monthly\\n\\tMedical, Dental, Vision, Life and Disability Insurance Programs\\n\\tGenerous Paid time Off- 11 paid holidays per year, 3 personal holidays per year, 15 paid Vacation days per year, approx. 7 hours per month of accrued Sick days\\n\\t401K the agency matches 125% of employee contributions up to 4% of the annual salary of a full-time employee\\n\\tCompany paid Life Insurance\\n\\tCompany paid Long Term Disability\\n\\tEmployee Assistance Program\\n\\n\\nImagine a place where your talent can make a meaningful difference in people’s lives. Working at Houston Area Women’s center gives you a rewarding experience in which our diverse team of employees work together as part of the empowerment of a survivor’s life and at the same time part of a much larger mission. We are committed to doing the work and challenging each other to be an organization in which everyone is respected and heard. Every day we continue to embed diversity, inclusion, belonging, and equity in everything we do as we provide service to survivors of domestic and sexual violence.\",\"employmentType\":\"FULL_TIME\",\"hiringOrganization\":{\"@type\":\"Organization\",\"name\":\"HOUSTON AREA WOMENS CENTER\",\"logo\":\"https://www.paycomonline.net/v4/ats/web.php/application/style/logo?clientkey=375885033217726F70F9776A0B3CFE54\"},\"jobLocation\":{\"@type\":\"Place\",\"address\":{\"streetAddress\":\"3077 EL CAMINO ST\",\"addressLocality\":\"HOUSTON\",\"addressRegion\":\"TX\",\"postalCode\":77054,\"addressCountry\":\"USA\"}},\"qualifications\":\"The Requirements We are Seeking:\\n\\nEducation\\n\\n\\n\\tBachelor's degree in Business, Human Resources, Communications, Interdisciplinary Studies, or Women and Gender Studies\\n\\n\\nExperience\\n\\n\\n\\tMinimum of four years' experience within full-cycle recruitment- specifically passive/active recruitment role.\\n\\tMinimum of four years' experience in a strategic HRBP role.\\n\\tA minimum of four years of experience withing a HRIS (HR Information System)\\n\\t\\n\\t\\n\\tFamiliarity with AI tools and the ability to apply them thoughtfully to improve HR processes, communication, and decision-making.\\n\\t\\n\\t\\n\\n\\nWhat you Deliver in this role\\n\\nPerformance Management &amp; Employee Relations\\n\\n\\n\\tServe as a strategic advisor to leaders on performance expectations, workplace conduct, accountability standards, and employee relations matters\\n\\tProvide consultation and guidance on performance concerns, interpersonal conflicts, conduct issues, policy violations, attendance concerns, and corrective action processes\\n\\tConduct prompt, thorough, and impartial workplace investigations, including documentation review, interviews, credibility assessments, and policy analysis\\n\\tPrepare objective investigation summaries and provide well-reasoned recommendations aligned with agency policy, employment law, and risk mitigation standards.\\n\\tGuide leaders in delivering effective feedback, coaching conversations, and performance improvement plans (PIPs), ensuring documentation is clear, consistent, and defensible\\n\\tEnsure performance management and employee relations practices are applied equitably across programs to promote fairness, reduce bias, and minimize legal exposure\\n\\tFacilitate conflict resolution and mediation efforts, when appropriate, to strengthen working relationships and restore team effectiveness\\n\\tReview performance evaluations and corrective action documentation to ensure alignment with documented expectations and agency standards\\n\\tMonitor and analyze trends in performance concerns, grievances, investigations, turnover, and engagement feedback; identify patterns and recommend proactive interventions.\\n\\tPartner with the Employee Lifecycle &amp; Engagement Coordinator to assess insights from stay interviews, exit interviews, and engagement surveys to inform retention and performance strategies\\n\\tDeliver training to leaders and employees on feedback delivery, documentation best practices, professionalism, accountability, and conflict resolution\\n\\tEscalate complex or high-risk matters to the Director of HR as appropriate, ensuring strategic alignment and compliance oversight\\n\\n\\nTraining &amp; Development\\n\\n\\n\\tIn collaboration with the Director of HR (HRD), design, facilitate, and evaluate leadership and employee trainings aligned with organizational priorities, compliance requirements, and culture objectives\\n\\tPartner with the HRD to lead interactive workshops that build leadership capability in performance management, accountability, communication, conflict resolution, and professional conduct\\n\\tWork jointly with the HRD to assess program training needs and recommend targeted learning strategies that strengthen team effectiveness and service delivery\\n\\tSupport the HRD in developing and maintaining structured leadership development content, toolkits, and facilitation materials to ensure consistency and scalability across programs\\n\\tCo-facilitate or independently facilitate, as aligned with the HRD, performance expectation components of New Hire Orientation to reinforce accountability and agency standards from day one\\n\\tCollaborate with the HRD on continuous learning initiatives, including leadership development content for internal communications such as the HR Newsletter\\n\\tEvaluate training effectiveness in partnership with the HRD through participant feedback, engagement data, and performance outcomes; recommend strategic adjustments to improve impact\\n\\tAssist the HRD in aligning training initiatives with workforce planning, succession planning, and organizational design efforts\\n\\tCoach leaders, in coordination with the HRD, on reinforcing training concepts within their teams to ensure practical application\\n\\n\\n \\n\\nTalent Acquisition\\n\\n\\n\\tLed full-cycle recruitment efforts by leveraging both active and passive sourcing strategies to identify, engage, and attract top talent across multiple business functions.\\n\\n\\n \\n\\n\\n\\tDeveloped and maintained strong talent pipelines through proactive networking, market research, relationship building, and strategic sourcing initiatives to support current and future hiring needs.\\n\\n\\n \\n\\n\\n\\tPartnered with hiring managers to execute full-cycle recruitment while building diverse candidate pipelines through LinkedIn sourcing, referrals, job boards, and passive candidate outreach.\\n\\n\\n \\n\\n\\n\\tUtilized innovative sourcing techniques to cultivate high-quality passive candidate pools, reduce time-to-fill, and strengthen long-term workforce planning efforts.\\n\\n\\n \\n\\n\\n\\tManaged end-to-end recruitment processes with a strong focus on pipeline development, candidate engagement, and delivering a high-quality talent acquisition experience.\\n\\n\\n \\n\\n\\n\\tBuilt and sustained robust talent pipelines for critical and hard-to-fill roles by implementing targeted sourcing strategies and maintaining ongoing candidate relationships.\\n\\n\\nCompliance \\n\\n\\n\\tResearch emerging leadership and compliance training trends and provide recommendations to the HRD to keep curriculum current and aligned with best practices\\n\\tSupport compliance efforts related to documentation standards, corrective action processes, and performance management procedures\\n\\tPartner with the HRIS &amp; Compliance Coordinator to ensure accurate recordkeeping, proper system coding, and adherence to documentation retention requirements\\n\\tMonitor trends in employee relations and performance matters to identify potential compliance risks and recommend proactive mitigation strategies\\n\\n\\nResponsive Operations\\n\\n\\n\\tRespond to employee questions in a timely and professional manner and in accordance with state and federal requirements\\n\\tProvide consult to employees and leaders related to the Employee Handbook policy\\n\\n\\nEmployee Engagement\\n\\n\\n\\tAssist People &amp; Culture team in the coordination of all internal training, summit, All Team Convening, Open Enrollment, Employee Engagement activities, etc\\n\\tHR Newsletter:  Code of Conduct &amp; Ethics, Workplace Harassment, Grievance Policy etc. updates\\n\\tParticipate in facilitation of New Hire Orientation: Policy\\n\\n\\nHuman Resources Information System (HRIS)\\n\\n\\n\\tEnsure all performance, training, and employee relations documentation is reviewed for completeness and entered into the HRIS within 24 hours to support documentation integrity and risk mitigation\\n\\n\\nBenefits Administration\\n\\n\\n\\tCross-train in HRIS &amp; Compliance administration to provide team support and coverage\\n\\n\\nProfessional Development\\n\\n\\n\\tMaintains professional and technical knowledge by attending educational workshops, webinars, reviewing professional publications, establishing personal network, and participating in professional societies\\n\\tAttend monthly HRIS trainings/webinars related to changes to the Performance Management and Learning Management modules in the HRIS and communicate changes to PNC team during monthly department meeting and provide recommendations\\n\\tOther duties as assigned by leadership\\n\\n\\n \\n\\nWhen you work here at HAWC you make an impact not just in the lives of the survivors and the people you help but also make an impact in our own lives and our community. We learn and grow with a purpose where we strive to work for a common cause, which is to end domestic and sexual violence for ALL.\",\"experienceRequirements\":\"The Requirements We are Seeking:\\n\\nEducation\\n\\n\\n\\tBachelor's degree in Business, Human Resources, Communications, Interdisciplinary Studies, or Women and Gender Studies\\n\\n\\nExperience\\n\\n\\n\\tMinimum of four years' experience within full-cycle recruitment- specifically passive/active recruitment role.\\n\\tMinimum of four years' experience in a strategic HRBP role.\\n\\tA minimum of four years of experience withing a HRIS (HR Information System)\\n\\t\\n\\t\\n\\tFamiliarity with AI tools and the ability to apply them thoughtfully to improve HR processes, communication, and decision-making.\\n\\t\\n\\t\\n\\n\\nWhat you Deliver in this role\\n\\nPerformance Management &amp; Employee Relations\\n\\n\\n\\tServe as a strategic advisor to leaders on performance expectations, workplace conduct, accountability standards, and employee relations matters\\n\\tProvide consultation and guidance on performance concerns, interpersonal conflicts, conduct issues, policy violations, attendance concerns, and corrective action processes\\n\\tConduct prompt, thorough, and impartial workplace investigations, including documentation review, interviews, credibility assessments, and policy analysis\\n\\tPrepare objective investigation summaries and provide well-reasoned recommendations aligned with agency policy, employment law, and risk mitigation standards.\\n\\tGuide leaders in delivering effective feedback, coaching conversations, and performance improvement plans (PIPs), ensuring documentation is clear, consistent, and defensible\\n\\tEnsure performance management and employee relations practices are applied equitably across programs to promote fairness, reduce bias, and minimize legal exposure\\n\\tFacilitate conflict resolution and mediation efforts, when appropriate, to strengthen working relationships and restore team effectiveness\\n\\tReview performance evaluations and corrective action documentation to ensure alignment with documented expectations and agency standards\\n\\tMonitor and analyze trends in performance concerns, grievances, investigations, turnover, and engagement feedback; identify patterns and recommend proactive interventions.\\n\\tPartner with the Employee Lifecycle &amp; Engagement Coordinator to assess insights from stay interviews, exit interviews, and engagement surveys to inform retention and performance strategies\\n\\tDeliver training to leaders and employees on feedback delivery, documentation best practices, professionalism, accountability, and conflict resolution\\n\\tEscalate complex or high-risk matters to the Director of HR as appropriate, ensuring strategic alignment and compliance oversight\\n\\n\\nTraining &amp; Development\\n\\n\\n\\tIn collaboration with the Director of HR (HRD), design, facilitate, and evaluate leadership and employee trainings aligned with organizational priorities, compliance requirements, and culture objectives\\n\\tPartner with the HRD to lead interactive workshops that build leadership capability in performance management, accountability, communication, conflict resolution, and professional conduct\\n\\tWork jointly with the HRD to assess program training needs and recommend targeted learning strategies that strengthen team effectiveness and service delivery\\n\\tSupport the HRD in developing and maintaining structured leadership development content, toolkits, and facilitation materials to ensure consistency and scalability across programs\\n\\tCo-facilitate or independently facilitate, as aligned with the HRD, performance expectation components of New Hire Orientation to reinforce accountability and agency standards from day one\\n\\tCollaborate with the HRD on continuous learning initiatives, including leadership development content for internal communications such as the HR Newsletter\\n\\tEvaluate training effectiveness in partnership with the HRD through participant feedback, engagement data, and performance outcomes; recommend strategic adjustments to improve impact\\n\\tAssist the HRD in aligning training initiatives with workforce planning, succession planning, and organizational design efforts\\n\\tCoach leaders, in coordination with the HRD, on reinforcing training concepts within their teams to ensure practical application\\n\\n\\n \\n\\nTalent Acquisition\\n\\n\\n\\tLed full-cycle recruitment efforts by leveraging both active and passive sourcing strategies to identify, engage, and attract top talent across multiple business functions.\\n\\n\\n \\n\\n\\n\\tDeveloped and maintained strong talent pipelines through proactive networking, market research, relationship building, and strategic sourcing initiatives to support current and future hiring needs.\\n\\n\\n \\n\\n\\n\\tPartnered with hiring managers to execute full-cycle recruitment while building diverse candidate pipelines through LinkedIn sourcing, referrals, job boards, and passive candidate outreach.\\n\\n\\n \\n\\n\\n\\tUtilized innovative sourcing techniques to cultivate high-quality passive candidate pools, reduce time-to-fill, and strengthen long-term workforce planning efforts.\\n\\n\\n \\n\\n\\n\\tManaged end-to-end recruitment processes with a strong focus on pipeline development, candidate engagement, and delivering a high-quality talent acquisition experience.\\n\\n\\n \\n\\n\\n\\tBuilt and sustained robust talent pipelines for critical and hard-to-fill roles by implementing targeted sourcing strategies and maintaining ongoing candidate relationships.\\n\\n\\nCompliance \\n\\n\\n\\tResearch emerging leadership and compliance training trends and provide recommendations to the HRD to keep curriculum current and aligned with best practices\\n\\tSupport compliance efforts related to documentation standards, corrective action processes, and performance management procedures\\n\\tPartner with the HRIS &amp; 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We learn and grow with a purpose where we strive to work for a common cause, which is to end domestic and sexual violence for ALL.\",\"industry\":\"Human Resources\",\"validThrough\":\"-0001-11-30\",\"educationRequirements\":\"4 Year Degree\"}",
    "applyAvailable": true,
    "educationLevel": "4 Year Degree",
    "qualifications": "<p style=\"margin-bottom:11px;\"><span style=\"font-size:12pt;\"><span style=\"line-height:normal;\"><span style=\"font-family:Aptos, sans-serif;\"><b><span style=\"font-size:10.5pt;\"><span style=\"font-family:Arial, sans-serif;\">The Requirements We are Seeking:</span></span></b></span></span></span></p>\n\n<p style=\"margin-bottom:11px;\"><span style=\"font-size:12pt;\"><span style=\"line-height:normal;\"><span style=\"font-family:Aptos, sans-serif;\"><b><span style=\"font-size:10.5pt;\"><span style=\"font-family:Arial, sans-serif;\">Education</span></span></b></span></span></span></p>\n\n<ul style=\"margin-bottom:11px;\">\n\t<li style=\"margin-bottom:11px;\"><span style=\"font-size:12pt;\"><span style=\"line-height:normal;\"><span><span style=\"font-family:Aptos, sans-serif;\"><span style=\"font-size:10.5pt;\"><span style=\"font-family:Arial, sans-serif;\">Bachelor's degree in Business, Human Resources, Communications, Interdisciplinary Studies, or Women and Gender Studies</span></span></span></span></span></span></li>\n</ul>\n\n<p style=\"margin-bottom:11px;\"><span style=\"font-size:12pt;\"><span style=\"line-height:normal;\"><span style=\"font-family:Aptos, sans-serif;\"><b><span style=\"font-size:10.5pt;\"><span style=\"font-family:Arial, sans-serif;\">Experience</span></span></b></span></span></span></p>\n\n<ul style=\"margin-bottom:11px;\">\n\t<li style=\"margin-bottom:11px;\">Minimum of four years' experience within full-cycle recruitment- specifically passive/active recruitment role.</li>\n\t<li style=\"margin-bottom:11px;\"><span style=\"font-size:12pt;\"><span style=\"line-height:normal;\"><span><span style=\"font-family:Aptos, sans-serif;\"><span style=\"font-size:10.5pt;\"><span style=\"font-family:Arial, sans-serif;\">Minimum of four years' experience in a strategic HRBP role.</span></span></span></span></span></span></li>\n\t<li style=\"margin-bottom:11px;\"><span style=\"font-size:12pt;\"><span style=\"line-height:normal;\"><span><span style=\"font-family:Aptos, sans-serif;\"><span style=\"font-size:10.5pt;\"><span style=\"font-family:Arial, sans-serif;\">A minimum of four years of experience withing a HRIS (HR Information System)</span></span></span></span></span></span></li>\n\t<li style=\"margin-bottom:11px;\">\n\t\n\t<p>Familiarity with AI tools and the ability to apply them thoughtfully to improve HR processes, communication, and decision-making.</p>\n\t\n\t</li>\n</ul>\n\n<p style=\"margin-bottom:11px;\"><span style=\"font-size:12pt;\"><span style=\"line-height:normal;\"><span style=\"font-family:Aptos, sans-serif;\"><b><span style=\"font-size:10.5pt;\"><span style=\"font-family:Arial, sans-serif;\">What you Deliver in this role</span></span></b></span></span></span></p>\n\n<p style=\"margin-top:3px;margin-bottom:11px;\"><span style=\"font-size:12pt;\"><span style=\"line-height:normal;\"><span style=\"font-family:Aptos, sans-serif;\"><b><span style=\"font-size:10.5pt;\"><span style=\"font-family:Arial, sans-serif;\">Performance Management &amp; Employee Relations</span></span></b></span></span></span></p>\n\n<ul style=\"margin-top:3px;margin-bottom:11px;\">\n\t<li style=\"margin-top:3px;margin-left:16px;margin-bottom:11px;\"><span style=\"font-size:12pt;\"><span style=\"line-height:normal;\"><span><span style=\"font-family:Aptos, sans-serif;\"><span style=\"font-size:10.5pt;\"><span style=\"font-family:Arial, sans-serif;\">Serve as a strategic advisor to leaders on performance expectations, workplace conduct, accountability standards, and employee relations matters</span></span></span></span></span></span></li>\n\t<li style=\"margin-top:3px;margin-left:16px;margin-bottom:11px;\"><span style=\"font-size:12pt;\"><span style=\"line-height:normal;\"><span><span style=\"font-family:Aptos, sans-serif;\"><span style=\"font-size:10.5pt;\"><span style=\"font-family:Arial, sans-serif;\">Provide consultation and guidance on performance concerns, interpersonal conflicts, conduct issues, policy violations, attendance concerns, and corrective action processes</span></span></span></span></span></span></li>\n\t<li style=\"margin-top:3px;margin-left:16px;margin-bottom:11px;\"><span style=\"font-size:12pt;\"><span style=\"line-height:normal;\"><span><span style=\"font-family:Aptos, sans-serif;\"><span style=\"font-size:10.5pt;\"><span style=\"font-family:Arial, sans-serif;\">Conduct prompt, thorough, and impartial workplace investigations, including documentation review, interviews, credibility assessments, and policy analysis</span></span></span></span></span></span></li>\n\t<li style=\"margin-top:3px;margin-left:16px;margin-bottom:11px;\"><span style=\"font-size:12pt;\"><span style=\"line-height:normal;\"><span><span style=\"font-family:Aptos, sans-serif;\"><span style=\"font-size:10.5pt;\"><span style=\"font-family:Arial, sans-serif;\">Prepare objective investigation summaries and provide well-reasoned recommendations aligned with agency policy, employment law, and risk mitigation standards.</span></span></span></span></span></span></li>\n\t<li style=\"margin-top:3px;margin-left:16px;margin-bottom:11px;\"><span style=\"font-size:12pt;\"><span style=\"line-height:normal;\"><span><span style=\"font-family:Aptos, sans-serif;\"><span style=\"font-size:10.5pt;\"><span style=\"font-family:Arial, sans-serif;\">Guide leaders in delivering effective feedback, coaching conversations, and performance improvement plans (PIPs), ensuring documentation is clear, consistent, and defensible</span></span></span></span></span></span></li>\n\t<li style=\"margin-top:3px;margin-left:16px;margin-bottom:11px;\"><span style=\"font-size:12pt;\"><span style=\"line-height:normal;\"><span><span style=\"font-family:Aptos, sans-serif;\"><span style=\"font-size:10.5pt;\"><span style=\"font-family:Arial, sans-serif;\">Ensure performance management and employee relations practices are applied equitably across programs to promote fairness, reduce bias, and minimize legal exposure</span></span></span></span></span></span></li>\n\t<li style=\"margin-top:3px;margin-left:16px;margin-bottom:11px;\"><span style=\"font-size:12pt;\"><span style=\"line-height:normal;\"><span><span style=\"font-family:Aptos, sans-serif;\"><span style=\"font-size:10.5pt;\"><span style=\"font-family:Arial, sans-serif;\">Facilitate conflict resolution and mediation efforts, when appropriate, to strengthen working relationships and restore team effectiveness</span></span></span></span></span></span></li>\n\t<li style=\"margin-top:3px;margin-left:16px;margin-bottom:11px;\"><span style=\"font-size:12pt;\"><span style=\"line-height:normal;\"><span><span style=\"font-family:Aptos, sans-serif;\"><span style=\"font-size:10.5pt;\"><span style=\"font-family:Arial, sans-serif;\">Review performance evaluations and corrective action documentation to ensure alignment with documented expectations and agency standards</span></span></span></span></span></span></li>\n\t<li style=\"margin-top:3px;margin-left:16px;margin-bottom:11px;\"><span style=\"font-size:12pt;\"><span style=\"line-height:normal;\"><span><span style=\"font-family:Aptos, sans-serif;\"><span style=\"font-size:10.5pt;\"><span style=\"font-family:Arial, sans-serif;\">Monitor and analyze trends in performance concerns, grievances, investigations, turnover, and engagement feedback; identify patterns and recommend proactive interventions.</span></span></span></span></span></span></li>\n\t<li style=\"margin-top:3px;margin-left:16px;margin-bottom:11px;\"><span style=\"font-size:12pt;\"><span style=\"line-height:normal;\"><span><span style=\"font-family:Aptos, sans-serif;\"><span style=\"font-size:10.5pt;\"><span style=\"font-family:Arial, sans-serif;\">Partner with the Employee Lifecycle &amp; Engagement Coordinator to assess insights from stay interviews, exit interviews, and engagement surveys to inform retention and performance strategies</span></span></span></span></span></span></li>\n\t<li style=\"margin-top:3px;margin-left:16px;margin-bottom:11px;\"><span style=\"font-size:12pt;\"><span style=\"line-height:normal;\"><span><span style=\"font-family:Aptos, sans-serif;\"><span style=\"font-size:10.5pt;\"><span style=\"font-family:Arial, sans-serif;\">Deliver training to leaders and employees on feedback delivery, documentation best practices, professionalism, accountability, and conflict resolution</span></span></span></span></span></span></li>\n\t<li style=\"margin-top:3px;margin-left:16px;margin-bottom:11px;\"><span style=\"font-size:12pt;\"><span style=\"line-height:normal;\"><span><span style=\"font-family:Aptos, sans-serif;\"><span style=\"font-size:10.5pt;\"><span style=\"font-family:Arial, sans-serif;\">Escalate complex or high-risk matters to the Director of HR as appropriate, ensuring strategic alignment and compliance oversight</span></span></span></span></span></span></li>\n</ul>\n\n<p style=\"margin-top:3px;margin-bottom:11px;\"><span style=\"font-size:12pt;\"><span style=\"line-height:normal;\"><span style=\"font-family:Aptos, sans-serif;\"><b><span style=\"font-size:10.5pt;\"><span style=\"font-family:Arial, sans-serif;\">Training &amp; Development</span></span></b></span></span></span></p>\n\n<ul style=\"margin-bottom:11px;\">\n\t<li style=\"margin-right:7px;margin-left:16px;margin-bottom:11px;\"><span style=\"font-size:12pt;\"><span style=\"line-height:normal;\"><span><span style=\"font-family:Aptos, sans-serif;\"><span style=\"font-size:10.5pt;\"><span style=\"font-family:Arial, sans-serif;\">In collaboration with the Director of HR (HRD), design, facilitate, and evaluate leadership and employee trainings aligned with organizational priorities, compliance requirements, and culture objectives</span></span></span></span></span></span></li>\n\t<li style=\"margin-right:7px;margin-left:16px;margin-bottom:11px;\"><span style=\"font-size:12pt;\"><span style=\"line-height:normal;\"><span><span style=\"font-family:Aptos, sans-serif;\"><span style=\"font-size:10.5pt;\"><span style=\"font-family:Arial, sans-serif;\">Partner with the HRD to lead interactive workshops that build leadership capability in performance management, accountability, communication, conflict resolution, and professional conduct</span></span></span></span></span></span></li>\n\t<li style=\"margin-right:7px;margin-left:16px;margin-bottom:11px;\"><span style=\"font-size:12pt;\"><span style=\"line-height:normal;\"><span><span style=\"font-family:Aptos, sans-serif;\"><span style=\"font-size:10.5pt;\"><span style=\"font-family:Arial, sans-serif;\">Work jointly with the HRD to assess program training needs and recommend targeted learning strategies that strengthen team effectiveness and service delivery</span></span></span></span></span></span></li>\n\t<li style=\"margin-right:7px;margin-left:16px;margin-bottom:11px;\"><span style=\"font-size:12pt;\"><span style=\"line-height:normal;\"><span><span style=\"font-family:Aptos, sans-serif;\"><span style=\"font-size:10.5pt;\"><span style=\"font-family:Arial, sans-serif;\">Support the HRD in developing and maintaining structured leadership development content, toolkits, and facilitation materials to ensure consistency and scalability across programs</span></span></span></span></span></span></li>\n\t<li style=\"margin-right:7px;margin-left:16px;margin-bottom:11px;\"><span style=\"font-size:12pt;\"><span style=\"line-height:normal;\"><span><span style=\"font-family:Aptos, sans-serif;\"><span style=\"font-size:10.5pt;\"><span style=\"font-family:Arial, sans-serif;\">Co-facilitate or independently facilitate, as aligned with the HRD, performance expectation components of New Hire Orientation to reinforce accountability and agency standards from day one</span></span></span></span></span></span></li>\n\t<li style=\"margin-right:7px;margin-left:16px;margin-bottom:11px;\"><span style=\"font-size:12pt;\"><span style=\"line-height:normal;\"><span><span style=\"font-family:Aptos, sans-serif;\"><span style=\"font-size:10.5pt;\"><span style=\"font-family:Arial, sans-serif;\">Collaborate with the HRD on continuous learning initiatives, including leadership development content for internal communications such as the HR Newsletter</span></span></span></span></span></span></li>\n\t<li style=\"margin-right:7px;margin-left:16px;margin-bottom:11px;\"><span style=\"font-size:12pt;\"><span style=\"line-height:normal;\"><span><span style=\"font-family:Aptos, sans-serif;\"><span style=\"font-size:10.5pt;\"><span style=\"font-family:Arial, sans-serif;\">Evaluate training effectiveness in partnership with the HRD through participant feedback, engagement data, and performance outcomes; recommend strategic adjustments to improve impact</span></span></span></span></span></span></li>\n\t<li style=\"margin-right:7px;margin-left:16px;margin-bottom:11px;\"><span style=\"font-size:12pt;\"><span style=\"line-height:normal;\"><span><span style=\"font-family:Aptos, sans-serif;\"><span style=\"font-size:10.5pt;\"><span style=\"font-family:Arial, sans-serif;\">Assist the HRD in aligning training initiatives with workforce planning, succession planning, and organizational design efforts</span></span></span></span></span></span></li>\n\t<li style=\"margin-right:7px;margin-left:16px;margin-bottom:11px;\"><span style=\"font-size:12pt;\"><span style=\"line-height:normal;\"><span><span style=\"font-family:Aptos, sans-serif;\"><span style=\"font-size:10.5pt;\"><span style=\"font-family:Arial, sans-serif;\">Coach leaders, in coordination with the HRD, on reinforcing training concepts within their teams to ensure practical application</span></span></span></span></span></span></li>\n</ul>\n\n<p style=\"margin-right:7px;margin-left:16px;margin-bottom:11px;\"> </p>\n\n<p style=\"margin-right:7px;margin-bottom:11px;\"><span style=\"font-size:12pt;\"><span style=\"line-height:normal;\"><span style=\"font-family:Aptos, sans-serif;\"><b><span style=\"font-size:10.5pt;\"><span style=\"font-family:Arial, sans-serif;\">Talent Acquisition</span></span></b></span></span></span></p>\n\n<ul>\n\t<li>Led full-cycle recruitment efforts by leveraging both active and passive sourcing strategies to identify, engage, and attract top talent across multiple business functions.</li>\n</ul>\n\n<p> </p>\n\n<ul>\n\t<li>Developed and maintained strong talent pipelines through proactive networking, market research, relationship building, and strategic sourcing initiatives to support current and future hiring needs.</li>\n</ul>\n\n<p> </p>\n\n<ul>\n\t<li>Partnered with hiring managers to execute full-cycle recruitment while building diverse candidate pipelines through LinkedIn sourcing, referrals, job boards, and passive candidate outreach.</li>\n</ul>\n\n<p> </p>\n\n<ul>\n\t<li>Utilized innovative sourcing techniques to cultivate high-quality passive candidate pools, reduce time-to-fill, and strengthen long-term workforce planning efforts.</li>\n</ul>\n\n<p> </p>\n\n<ul>\n\t<li>Managed end-to-end recruitment processes with a strong focus on pipeline development, candidate engagement, and delivering a high-quality talent acquisition experience.</li>\n</ul>\n\n<p> </p>\n\n<ul>\n\t<li>Built and sustained robust talent pipelines for critical and hard-to-fill roles by implementing targeted sourcing strategies and maintaining ongoing candidate relationships.</li>\n</ul>\n\n<p style=\"margin-right:7px;margin-bottom:11px;\"><span style=\"font-size:12pt;\"><span style=\"line-height:normal;\"><span style=\"font-family:Aptos, sans-serif;\"><b><span style=\"font-size:10.5pt;\"><span style=\"font-family:Arial, sans-serif;\">Compliance </span></span></b></span></span></span></p>\n\n<ul style=\"margin-bottom:11px;\">\n\t<li style=\"margin-right:7px;margin-left:16px;margin-bottom:11px;\"><span style=\"font-size:12pt;\"><span style=\"line-height:normal;\"><span><span style=\"font-family:Aptos, sans-serif;\"><span style=\"font-size:10.5pt;\"><span style=\"font-family:Arial, sans-serif;\">Research emerging leadership and compliance training trends and provide recommendations to the HRD to keep curriculum current and aligned with best practices</span></span></span></span></span></span></li>\n\t<li style=\"margin-left:16px;margin-bottom:11px;\"><span style=\"font-size:12pt;\"><span style=\"line-height:normal;\"><span><span style=\"font-family:Aptos, sans-serif;\"><span style=\"font-size:10.5pt;\"><span style=\"font-family:Arial, sans-serif;\">Support compliance efforts related to documentation standards, corrective action processes, and performance management procedures</span></span></span></span></span></span></li>\n\t<li style=\"margin-left:16px;margin-bottom:11px;\"><span style=\"font-size:12pt;\"><span style=\"line-height:normal;\"><span><span style=\"font-family:Aptos, sans-serif;\"><span style=\"font-size:10.5pt;\"><span style=\"font-family:Arial, sans-serif;\">Partner with the HRIS &amp; Compliance Coordinator to ensure accurate recordkeeping, proper system coding, and adherence to documentation retention requirements</span></span></span></span></span></span></li>\n\t<li style=\"margin-left:16px;margin-bottom:11px;\"><span style=\"font-size:12pt;\"><span style=\"line-height:normal;\"><span><span style=\"font-family:Aptos, sans-serif;\"><span style=\"font-size:10.5pt;\"><span style=\"font-family:Arial, sans-serif;\">Monitor trends in employee relations and performance matters to identify potential compliance risks and recommend proactive mitigation strategies</span></span></span></span></span></span></li>\n</ul>\n\n<p style=\"margin-bottom:11px;\"><span style=\"font-size:12pt;\"><span style=\"line-height:normal;\"><span style=\"font-family:Aptos, sans-serif;\"><b><span style=\"font-size:10.5pt;\"><span style=\"font-family:Arial, sans-serif;\">Responsive Operations</span></span></b></span></span></span></p>\n\n<ul style=\"margin-bottom:11px;\">\n\t<li style=\"margin-left:16px;margin-bottom:11px;\"><span style=\"font-size:12pt;\"><span style=\"line-height:normal;\"><span><span style=\"font-family:Aptos, sans-serif;\"><span style=\"font-size:10.5pt;\"><span style=\"font-family:Arial, sans-serif;\">Respond to employee questions in a timely and professional manner and in accordance with state and federal requirements</span></span></span></span></span></span></li>\n\t<li style=\"margin-right:40px;margin-left:16px;margin-bottom:11px;\"><span style=\"font-size:12pt;\"><span style=\"line-height:normal;\"><span><span style=\"font-family:Aptos, sans-serif;\"><span style=\"font-size:10.5pt;\"><span style=\"font-family:Arial, sans-serif;\">Provide consult to employees and leaders related to the Employee Handbook policy</span></span></span></span></span></span></li>\n</ul>\n\n<p style=\"margin-right:40px;margin-left:8px;margin-bottom:11px;\"><span style=\"font-size:12pt;\"><span style=\"line-height:normal;\"><span style=\"font-family:Aptos, sans-serif;\"><span style=\"font-family:Arial, sans-serif;\"><b>Employee Engagement</b></span></span></span></span></p>\n\n<ul style=\"margin-bottom:11px;\">\n\t<li style=\"margin-left:20px;margin-bottom:11px;\"><span style=\"font-size:12pt;\"><span style=\"line-height:normal;\"><span style=\"font-family:Aptos, sans-serif;\"><span style=\"font-size:10.5pt;\"><span style=\"font-family:Arial, sans-serif;\">Assist People &amp; Culture team in the coordination of all internal training, summit, All Team Convening, Open Enrollment, Employee Engagement activities, etc</span></span></span></span></span></li>\n\t<li style=\"margin-left:20px;margin-bottom:11px;\"><span style=\"font-size:12pt;\"><span style=\"line-height:normal;\"><span style=\"font-family:Aptos, sans-serif;\"><span style=\"font-size:10.5pt;\"><span style=\"font-family:Arial, sans-serif;\">HR Newsletter:  Code of Conduct &amp; Ethics, Workplace Harassment, Grievance Policy etc. updates</span></span></span></span></span></li>\n\t<li style=\"margin-left:20px;margin-bottom:11px;\"><span style=\"font-size:12pt;\"><span style=\"line-height:normal;\"><span style=\"font-family:Aptos, sans-serif;\"><span style=\"font-size:10.5pt;\"><span style=\"font-family:Arial, sans-serif;\"><span style=\"letter-spacing:-0.05pt;\">Participate in facilitation of New Hire Orientation: Policy</span></span></span></span></span></span></li>\n</ul>\n\n<p style=\"margin-right:40px;margin-left:6px;margin-bottom:11px;\"><span style=\"font-size:12pt;\"><span style=\"line-height:normal;\"><span style=\"font-family:Aptos, sans-serif;\"><b><span style=\"font-size:10.5pt;\"><span style=\"font-family:Arial, sans-serif;\">Human Resources Information System (HRIS)</span></span></b></span></span></span></p>\n\n<ul style=\"margin-top:3px;margin-bottom:11px;\">\n\t<li style=\"margin-top:3px;margin-left:16px;margin-bottom:11px;\"><span style=\"font-size:12pt;\"><span style=\"line-height:normal;\"><span><span style=\"font-family:Aptos, sans-serif;\"><span style=\"font-size:10.5pt;\"><span style=\"font-family:Arial, sans-serif;\">Ensure all performance, training, and employee relations documentation is reviewed for completeness and entered into the HRIS within 24 hours to support documentation integrity and risk mitigation</span></span></span></span></span></span></li>\n</ul>\n\n<p style=\"margin-top:3px;text-indent:4.5pt;margin-bottom:11px;\"><span style=\"font-size:12pt;\"><span style=\"line-height:normal;\"><span style=\"font-family:Aptos, sans-serif;\"><b><span style=\"font-size:10.5pt;\"><span style=\"font-family:Arial, sans-serif;\">Benefits Administration</span></span></b></span></span></span></p>\n\n<ul style=\"margin-top:3px;margin-bottom:11px;\">\n\t<li style=\"margin-top:3px;margin-left:16px;margin-bottom:11px;\"><span style=\"font-size:12pt;\"><span style=\"line-height:normal;\"><span><span style=\"font-family:Aptos, sans-serif;\"><span style=\"font-size:10.5pt;\"><span style=\"font-family:Arial, sans-serif;\">Cross-train in HRIS &amp; Compliance administration to provide team support and coverage</span></span></span></span></span></span></li>\n</ul>\n\n<p style=\"margin-top:5px;text-indent:4.5pt;margin-bottom:11px;\"><span style=\"font-size:12pt;\"><span style=\"line-height:normal;\"><span style=\"font-family:Aptos, sans-serif;\"><b><span style=\"font-size:10.5pt;\"><span style=\"font-family:Arial, sans-serif;\">Professional Development</span></span></b></span></span></span></p>\n\n<ul style=\"margin-top:5px;margin-bottom:11px;\">\n\t<li style=\"margin-top:5px;margin-left:20px;margin-bottom:11px;\"><span style=\"font-size:12pt;\"><span style=\"line-height:normal;\"><span style=\"font-family:Aptos, sans-serif;\"><span style=\"font-size:10.5pt;\"><span style=\"font-family:Arial, sans-serif;\">Maintains professional and technical knowledge by attending educational workshops, webinars, reviewing professional publications, establishing personal network, and participating in professional societies</span></span></span></span></span></li>\n\t<li style=\"margin-top:5px;margin-left:20px;margin-bottom:11px;\"><span style=\"font-size:12pt;\"><span style=\"line-height:normal;\"><span style=\"font-family:Aptos, sans-serif;\"><span style=\"font-size:10.5pt;\"><span style=\"font-family:Arial, sans-serif;\">Attend monthly HRIS trainings/webinars related to changes to the Performance Management and Learning Management modules in the HRIS and communicate changes to PNC team during monthly department meeting and provide recommendations</span></span></span></span></span></li>\n\t<li style=\"margin-top:5px;margin-left:20px;margin-bottom:11px;\"><span style=\"font-size:12pt;\"><span style=\"line-height:normal;\"><span style=\"font-family:Aptos, sans-serif;\"><span style=\"font-size:10.5pt;\"><span style=\"font-family:Arial, sans-serif;\">Other duties as assigned by <span style=\"letter-spacing:-0.1pt;\">leadership</span></span></span></span></span></span></li>\n</ul>\n\n<p style=\"margin-top:5px;margin-bottom:11px;\"> </p>\n\n<p style=\"margin-top:5px;margin-bottom:11px;\"><span style=\"font-size:12pt;\"><span style=\"line-height:normal;\"><span style=\"font-family:Aptos, sans-serif;\"><span style=\"font-size:10.5pt;\"><span style=\"font-family:Arial, sans-serif;\">When you work here at HAWC you make an impact not just in the lives of the survivors and the people you help but also make an impact in our own lives and our community. We learn and grow with a purpose where we strive to work for a common cause, which is to end domestic and sexual violence for ALL.</span></span></span></span></span></p>",
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    "description": "POSITION SUMMARY \n\nHAWC seeks an HR Business Partner! This HRBP role serves as a strategic partner to program leadership, aligning people strategies w...",
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