Human Resources Business Partner

Do wish to grow your career in Human Resources? We are looking to hire a HR Business Partner at the YMCA of Greater Charlotte! Apply today!
Job Description

Under the supervision and direction of the Association Director of Human Resources and consistent with the mission of the YMCA of Greater Charlotte, the Human Resources Business Partner is responsible for providing HR leadership for assigned branches and departments, aligning human capital initiatives and processes, in collaboration with executive directors and operational leaders. The HRBP formulates partnerships across the HR function to deliver value-added service to leadership and team members that reflects the business objectives and mission of the organization. Additionally, the HRBP acts as a representative and conduit of the Human Capital department, serving in a role of advocacy and connector between operational units and departmental functions such as staffing and recruiting, HR operations, benefits, payroll, and leadership development.


The HRBP will provide strategic counsel, support, and execution related to performance management, employee relations and retention, counseling and feedback, while maintaining a high level of service and responsiveness. This position has no direct supervisory responsibilities, but does serve as a coach and mentor for leaders and team members throughout the organization. Position will require up to 50% travel within the Greater Charlotte area from primary branch location to other branches/sites.

  • Bachelor’s Degree in business administration, human resources or other relevant field.
  • 7+ years of HR experience serving in a human resources role or an operations management capacity, to include supervision of staff and management of a unit, program or department.
  • Experience with direct or indirect management of multi-unit.
  • Minimum of 5 years working in a service oriented environment.
  • Subject matter expert in employee relations, regulations and compliance.
  • Understanding of technology, HRIS, data management and analysis.
  • Procedures, methods, strategies and techniques pertaining to HR.
  • Knowledge of regulations, policies and procedures which govern HR and non-profit organizations and ability to accurately interpret and administer.
  • Ability to work in a fast paced, service oriented, multi priority environment.
  • Ability to multi-task.
  • Ability to create and act with credibility with key leadership and employee populations.
  • Effectively manage conflict resolution.
  • Demonstrate initiative, ethical conduct, sound judgment and decision making.
  • Effectively interact with people from diverse backgrounds.
  • Well-organized and possess great oral and written communication skills.
  • View problems and issues in the context of the bigger picture.
  • Act with integrity in all business transactions.
  • Influence without authority.
  • Ability to work collaboratively with varying levels of leadership and gain consensus through strong partnerships.
  • Strict adherence to confidentiality.
  • Clearly articulate messages to a variety of audiences.
  • Work on a broad range of projects involving people throughout the organizational ladder.
  • Ability to work autonomously.



  • Professional Human Resources (PHR), SHRM-CP, or other HR or leadership related certifications.




  • Ability to work in excess of a 40-hour week with irregular work hours.
  • Ability to travel as needed within the Greater Charlotte area.
  • Sit for extended periods of time.
  • Bending, leaning, kneeling, and walking.
  • Ability to view/enter data for long periods of time.
  • Ability to speak concisely and effectively communicate.
  • Ability to communicate in English, written and oral.
Essential Functions
  • Apply expertise in HR disciplines to develop solutions by collecting and analyzing information, recommending courses of action.
  • Ensure compliance with Federal, state and local legal requirements by studying existing and new legislation; anticipating legislation; enforcing adherence to requirements; advising management on needed actions.
  • Improve team member performance by identifying and clarifying issues; evaluating and implementing solutions; coaching and counseling managers and employees.
  • Maintain foundational knowledge regarding the operations, initiatives, and financial standings of the organization, ensuring that HR support and solutions align with objectives and needs of the Y.
  • Provide leadership for the implementation, administration, and long-term planning of human resources services to assigned branches and departments.
  • In partnership with operational leaders, evaluate and inform branch organizational structures; create and review job descriptions, ensuring alignment with organizational objectives and standards; follow appropriate steps to obtain approval and grading of job descriptions.
  • Work with staffing and recruiting team to coordinate internal and external recruitment efforts.
  • Coach and counsel leadership and staff on human resource policies and procedures, workplace issues, career development and other personal and professional concerns.
  • Execute HR priorities and initiatives throughout the branches; including gathering, organizing and presenting information.
  • Oversee and approve all employment terminations within assigned operational areas, facilitating and supporting conversations when necessary.
  • Manage employee relations and act as point of escalation for employee issues.
  • Conduct independent investigations, working with the Director of Human Resources to identify suggested courses of action for complex issues and concerns.
  • Safeguard all personnel information, organization policies, and department processes.
  • Work with Director of HR and fellow HRBPs to identify and develop HR best practices, benchmark similar employee relations issues, and provide coverage and collaboration for one another as needed.
  • Work with Leadership Development and Staffing and Recruiting Departments on implementation of strategic talent management initiatives.
  • Partner with Human Capital leaders in the areas of HR Operations, Benefits, and Payroll to provide tactical support and flow of communication with operations constituents.



Cause-Driven Leadership Competencies

Mission Advancement: Accepts and demonstrates the Y’s values. Demonstrates a desire to serve others and fulfill community needs. Recruits volunteers and builds effective, supportive working relationships with them. Supports fund-raising.

Collaboration: Works effectively with people of different backgrounds, abilities, opinions, and perceptions. Builds rapport and relates well to others. Seeks first to understand the other person’s point of view, and remains calm in challenging situations. Listens for understanding and meaning; speaks and writes effectively. Takes initiative to assist in developing others.

Operational Effectiveness: Makes sound judgments, and transfers learning from one situation to another. Embraces new approaches and discovers ideas to create a better member experience.

Establishes goals, clarifies tasks, plans work and actively participates in meetings. Follows budgeting policies and procedures, and reports all financial irregularities immediately. Strives to meet or exceed goals and deliver a high-value experience for members.


Personal Growth: Pursues self-development that enhances job performance. Demonstrates an openness to change, and seeks opportunities in the change process. Accurately assesses personal feelings, strengths and limitations and how they impact relationships. Has the functional and technical knowledge and skills required to perform well; uses best practices and demonstrates up-to-date knowledge and skills in technology.