Kennedy-Donovan Center
At KDC we are on a mission to empower and support all people to meet their full potential in a world where every individual and family thrive, no matter the circumstances.
Apply today and help us build a stronger, more knowledgeable workforce that makes a difference every day.
About this role:
The Human Resources Business Partner (HRBP) serves as a strategic and hands-on HR leader. This role supports managers and team members across multiple programs and locations, providing expertise in employee relations, leadership development (including succession planning and career pathing), and performance management. The HRBP helps ensure that the organization attracts, develops, and retains a skilled, compassionate workforce that delivers high-quality services to the community.
Required Qualifications:
Bachelor’s degree in Human Resources, Business Administration, or a related field.
Minimum of 5 years of progressive HR experience, including direct involvement in employee relations and talent development.
Strong knowledge of federal and state employment laws and HR best practices.
Proven ability to manage confidential information with discretion and professionalism.
Excellent interpersonal, coaching, and communication skills with the ability to influence and build trust at all levels.
Preferred Qualifications:
HR certification (PHR/SPHR or SHRM-CP/SCP).
Experience working in a nonprofit or human services environment.
Demonstrated success in facilitating succession planning and leadership development programs.
Experience analyzing HR metrics to inform strategic decision-making.
Working Conditions:
Primarily office-based in a professional nonprofit setting, with flexibility for hybrid work as approved. Occasional travel to agency sites, community events, or training sessions (typically less than 50% of work time).
Physical Requirements:
Prolonged periods of sitting at a desk and working on a computer.
Regular use of hands and fingers for typing, writing, and handling documents.
Occasional standing, walking, and reaching during presentations or staff training.
Ability to lift and carry up to 20 pounds (e.g., laptops, training materials).
Key Responsibilities:
Employee Relations
Serve as the primary HR contact for employee relations matters, ensuring fair and consistent application of policies and of the progressive disciplinary process to reflect the agency’s mission and values.
Continuously advise supervisors and managers on conflict resolution, corrective action, and workplace concerns while maintaining legal compliance.
Conduct impartial investigations and recommend appropriate outcomes.
Proactively identify engagement or retention issues and partner with leadership to address them.
Leadership Development & Talent Planning
Design, facilitate and source external leadership development initiatives that strengthen supervisory and management capabilities within a human services environment.
Lead the agency’s succession planning efforts and create career pathing strategies to support internal growth and workforce stability.
Support leaders in identifying, coaching and mentoring high-potential team members and emerging leaders.
Support managers in creating individualized development plans.
Performance Management
Oversee the employee evaluation process, including 6-month reviews and annual performance evaluations, ensuring timely completion and meaningful feedback.
Train and coach managers to deliver effective performance conversations.
Analyze performance trends and recommend process improvements.
Strategic HR Partnership
Partner with program directors and senior leadership to align people strategies with the agency’s mission and strategic goals.
Collaborate with HR colleagues on recruitment, total rewards, and organizational development initiatives.
Monitor HR metrics (turnover, engagement, performance trends) and use data to guide decision-making.
Additional Responsibilities:
Provide excellent internal customer service to employees at all levels of the organization.
Maintain confidentiality and handle sensitive employee information in compliance with agency policies and applicable laws.
Ability to manage multiple priorities and meet strict deadlines.
Support HR department initiatives and special projects as needed.
KDC values a diverse workforce. We are committed to a culture of equality and inclusivity that fosters dialog, innovation, compassion, respect, and collaboration. All qualified applicants will receive consideration for employment regardless of race, ethnicity, age, religion, national origin, sex, sexual orientation, gender identity, veteran status, disability status, neurodiversity, or any other protected characteristic outlined by federal, state, or local laws. Your uniqueness drives our excellence!
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Apply today and help us build a stronger, more knowledgeable workforce that makes a difference every day.
About this role:
The Human Resources Business Partner (HRBP) serves as a strategic and hands-on HR leader. This role supports managers and team members across multiple programs and locations, providing expertise in employee relations, leadership development (including succession planning and career pathing), and performance management. The HRBP helps ensure that the organization attracts, develops, and retains a skilled, compassionate workforce that delivers high-quality services to the community.
Required Qualifications:
Bachelor’s degree in Human Resources, Business Administration, or a related field.
Minimum of 5 years of progressive HR experience, including direct involvement in employee relations and talent development.
Strong knowledge of federal and state employment laws and HR best practices.
Proven ability to manage confidential information with discretion and professionalism.
Excellent interpersonal, coaching, and communication skills with the ability to influence and build trust at all levels.
Preferred Qualifications:
HR certification (PHR/SPHR or SHRM-CP/SCP).
Experience working in a nonprofit or human services environment.
Demonstrated success in facilitating succession planning and leadership development programs.
Experience analyzing HR metrics to inform strategic decision-making.
Working Conditions:
Primarily office-based in a professional nonprofit setting, with flexibility for hybrid work as approved. Occasional travel to agency sites, community events, or training sessions (typically less than 50% of work time).
Physical Requirements:
Prolonged periods of sitting at a desk and working on a computer.
Regular use of hands and fingers for typing, writing, and handling documents.
Occasional standing, walking, and reaching during presentations or staff training.
Ability to lift and carry up to 20 pounds (e.g., laptops, training materials).
Key Responsibilities:
Employee Relations
Serve as the primary HR contact for employee relations matters, ensuring fair and consistent application of policies and of the progressive disciplinary process to reflect the agency’s mission and values.
Continuously advise supervisors and managers on conflict resolution, corrective action, and workplace concerns while maintaining legal compliance.
Conduct impartial investigations and recommend appropriate outcomes.
Proactively identify engagement or retention issues and partner with leadership to address them.
Leadership Development & Talent Planning
Design, facilitate and source external leadership development initiatives that strengthen supervisory and management capabilities within a human services environment.
Lead the agency’s succession planning efforts and create career pathing strategies to support internal growth and workforce stability.
Support leaders in identifying, coaching and mentoring high-potential team members and emerging leaders.
Support managers in creating individualized development plans.
Performance Management
Oversee the employee evaluation process, including 6-month reviews and annual performance evaluations, ensuring timely completion and meaningful feedback.
Train and coach managers to deliver effective performance conversations.
Analyze performance trends and recommend process improvements.
Strategic HR Partnership
Partner with program directors and senior leadership to align people strategies with the agency’s mission and strategic goals.
Collaborate with HR colleagues on recruitment, total rewards, and organizational development initiatives.
Monitor HR metrics (turnover, engagement, performance trends) and use data to guide decision-making.
Additional Responsibilities:
Provide excellent internal customer service to employees at all levels of the organization.
Maintain confidentiality and handle sensitive employee information in compliance with agency policies and applicable laws.
Ability to manage multiple priorities and meet strict deadlines.
Support HR department initiatives and special projects as needed.
KDC values a diverse workforce. We are committed to a culture of equality and inclusivity that fosters dialog, innovation, compassion, respect, and collaboration. All qualified applicants will receive consideration for employment regardless of race, ethnicity, age, religion, national origin, sex, sexual orientation, gender identity, veteran status, disability status, neurodiversity, or any other protected characteristic outlined by federal, state, or local laws. Your uniqueness drives our excellence!
Powered by JazzHR