Human Resources Business Partner

Habitat for Humanity of Omaha; Omaha (NE); On-site; USD 70,000 - 100,000; Full time

Job summary

Habitat for Humanity of Omaha is seeking an HR Business Partner to serve as a strategic, hands-on partner to leaders across the organization. Reporting to the CFO, you will translate priorities into people strategies, strengthen manager capability, and guide employee relations, performance, workforce planning, and engagement.

You will coach managers, support organizational change, help with talent development, succession planning, and drive effective HR processes.

Qualifications

• Bachelor's degree in HR, Business Admin, OD, or related field
• 7–10 years HR experience including HRBP or similar
• Experience advising leaders and coaching on employee relations and performance
• Strong knowledge of employee relations, performance management, HR policies, and employment law
• Excellent communication, collaboration, problem-solving, and project management
• Ability to influence without direct authority in a hands-on HR model

Responsibilities

• Serve as trusted advisor to CFO and department leaders on people and organizational effectiveness
• Coach leaders on organizational design, workforce planning, and succession
• Provide guidance on employee relations, performance, and policy interpretation
• Support workforce planning, talent development, retention, and internal mobility
• Partner with L&D and HR Manager on policy interpretation and program improvements

Skills

Coaching managers

Employee relations

Organizational development

HR policies

Employment law

Stakeholder management

Conflict resolution

Education

Bachelor's degree in HR / related field

Job description

Position Summary

The Human Resources Business Partner (HRBP) serves as a strategic and hands‑on people partner to leaders and managers across Habitat for Humanity of Omaha. Reporting to the CFO, the HRBP helps translate organizational priorities into practical people strategies, strengthens manager capability and accountability, and provides trusted guidance on employee relations, performance, workforce planning, organizational effectiveness, talent development, and employee engagement.

Key Responsibilities

Strategic HR Partnership & Organizational Effectiveness

• Serve as a trusted advisor to the CFO, executive leadership, and department leaders on people, workforce, and organizational effectiveness matters.
• Develop a strong understanding of departmental goals, operating realities, workforce challenges, and talent needs and translate them into practical people strategies.
• Coach leaders on organizational design, workforce planning, role clarity, team effectiveness, succession, talent decisions, and organizational change.
• Use workforce data, employee feedback, and business context to identify risks, trends, and opportunities and recommend proactive solutions.

Manage Coaching, Performance, & Employee Relations

• Coach managers on setting expectations, providing feedback, managing performance, resolving conflict, developing employees, and maintaining appropriate manager ownership and accountability.
• Provide timely, practical guidance on employee relations matters, including performance concerns, corrective action, attendance, policy interpretation, workplace conflict, and sensitive employee situations.
• Conduct or support workplace investigations and partner with the CFO, HR Manager, employment counsel, or other resources on complex or high‑risk matters.
• Identify recurring employee relations and performance themes and recommend broader organizational, policy, process, or development solutions.

Talent, Workforce planning, & Development

• Partner with leaders on workforce planning, organizational structure, role alignment, talent reviews, succession planning, career development, retention, and internal mobility.
• Collaborate with the Senior Talent Acquisition Partner and hiring leaders to clarify talent needs and support effective selection and onboarding decisions; recruiting strategy and execution remain with the Senior Talent Acquisition Partner.
• Partner with the Learning & Development Specialist to identify organizational, team, and manager capability gaps; translate needs into development priorities; and reinforce learning through manager coaching and follow‑through.
• Support performance management and development practices that strengthen expectations, feedback, accountability, and employee growth.

Employee Engagement, Culture, & Change

• Partner with leaders and the L&D Specialist on employee engagement surveys, listening efforts, action planning, and accountable follow‑through.
• Identify themes affecting engagement, retention, manager effectiveness, communication, culture, and employee experience and recommend appropriate interventions.
• Support leaders through reorganizations, leadership transitions, and other significant organizational changes.

HR Policy, Risk, & People Programs

• Partner with the HR Manager on consistent interpretation and application of HR policies and employment practices, particularly as they relate to employee relations and manager decision‑making.
• Maintain sufficient working knowledge of employment law and HR best practices to provide sound guidance and recognize matters requiring compliance, leadership, or legal escalation.
• Provide workforce and organizational input into compensation, benefits, and other people programs, while administrative ownership remains with the HR Manager or other designated partners.
• Contribute to continuous improvement of HR processes, manager tools, and service delivery.

Leadership Expectations

• The HRPB is expected to be a credible, pragmatic organizational partner who builds trust through sound judgment, responsiveness, follow‑through, and a willingness to address difficult issues constructively.
• The successful candidate will:
• Operate as a business partner first, understanding organizational priorities before recommending an HR solution.
• Build trusted relationships while providing candid counsel, maintaining objectivity and confidentiality, and balancing employee needs with organizational priorities.
• Coach rather than rescue; strengthen manager capability and reinforce manager ownership and accountability.
• Use sound judgment, move from analysis to action, communication proactively, and follow through on commitments.
• Collaborate effectively across the HR team while maintaining clear roles, effective handoffs, and shared accountability.

Qualifications

Required

• Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field; equivalent relevant experience may be considered.
• 7-10 years of progressively responsible HR experience, including meaningful experience as an HRBP, HR Generalist, employee relations partner, or comparable role.
• Demonstrated experience advising leaders and coaching managers on employee relations, performance, workforce, talent, and organizational matters.
• Strong working knowledge of employee relations, performance management, HR policies, and employment law, with sound judgment regarding investigation and escalation.
• Strong communication, consultation, relationship‑building, conflict‑resolution, problem‑solving, and organizational and project‑management skills.
• Ability to influence without direct authority and work effectively in a collaborative, hands‑on HR model.

Preferred

• SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
• Experience in a nonprofit, mission‑driven, small to mid‑sized organization.
• Experience with organizational effectiveness, succession planning, career development, employee engagement, change management, or workforce analytics.

Success Measures

• Leaders view the HRBP as a trusted, credible partner who provides timely, practical, and balanced counsel.
• Managers demonstrate stronger ownership and capability in performance management, employee relations, feedback, conflict resolution, and employee development.
• Workforce, talent, engagement, and organizational effectiveness issues are identified earlier and addressed proactively.
• The HRBP, HR Manager, Senior Talent Acquisition Partner, and L&D Specialist operate as an integrated partnership with clear roles and effective handoffs.
• People practices and recommendations balance employee experience, organizational effectiveness, consistency, fairness, and sound business judgment.

Equal Opportunity Policy

Habitat for Humanity of Omaha (Habitat Omaha) actively recruits, employs, trains, and compensates employees regardless of race, color, religion, sexual orientation, gender identity or expression, gender, national origin, age, disability, genetics, or veteran status. In addition to federal law requirements, Habitat Omaha complies with applicable state and local laws governing nondiscrimination in employment in every location. This policy applies to all terms and conditions of employment, including workplace harassment. At Habitat Omaha, we have a clear vision to be the place where a diverse mix of talented people want to come, to stay, and to do their best work. Our vision is to see a world where everyone has a safe, affordable place to live, and we know our company runs on the hard work and dedication of our passionate and creative employees. Our dedication to promoting diversity, multiculturalism, and inclusion is clearly reflected in the work that we do externally in the community, as well as internally with our employment practices.