People Business Partner

YMCA
Salary
$60,000.00
$70,000.00
How to Apply
Apply Online
The Greater Austin YMCA is hiring a People Business Partner to join the team! 
Job Description

The People Experience Business Partner (PBR/HRBP) serves as a strategic advisor and trusted partner to leaders, aligning people strategies with association goals. This role balances strategic initiatives with hands-on Team Member relations support, providing guidance across the full Team Member lifecycle including performance management, workforce planning, talent development, engagement, and compliance.  The People Experience Business Partner collaborates closely with leaders to strengthen leadership capability, foster a positive and inclusive workplace culture, and drive organizational effectiveness.

Qualifications
  • Minimum of 5-7 years of progressive HR experience, including employee relations and leadership support in a multi-unit capacity.
  • Demonstrated experience partnering with leaders at multiple organizational levels.
  • Strong working knowledge of employment laws and HR best practices.
  • Excellent interpersonal, communication, and coaching skills.
  • Ability to manage sensitive information with discretion and professionalism.
  • Excellent verbal and written communication skills.
  • Strong analytical and problem-solving skills.
  • Proficient with Microsoft Office Suite, HCM systems or related software

Preferred Qualifications

  • HR Certification (SHRM-CP, SHRM-SCP, PHR, SPHR)
  • Experience supporting organizational change and large-scale initiatives.
  • Strong data analysis and HRIS experience.

Physical Requirements:

While performing the duties of a People Business Partner, the employee will frequently sit, stand, walk, bend, and communicate effectively in person, by phone, and through virtual platforms. Occasional lifting (15 lbs.) or moving of materials, such as event supplies or office equipment, may be required. We are committed to providing reasonable accommodations to enable individuals with disabilities to perform these essential functions. Candidates are encouraged to discuss any accommodation needs during the interview process.

Essential Functions
  • Serve as a thought-partner and advisor to leaders on people strategy, organizational design, and workforce planning.
  • Translate business objectives into HR strategies that support performance, engagement, and retention.
  • Identify talent gaps and orchestrate plans to bridge the gap to cultivate a workforce equipped and motivated to fulfill the Y’s mission, purpose and vision.
  • Use data and metrics (turnover, engagement, performance trends, etc.) to inform recommendations and decision-making.
  • Provide guidance on Team Member relations matters, including coaching, performance improvement plans, corrective action, and conflict resolution.
  • Partner with leaders to ensure fair, consistent, and timely performance management practices.
  • Support investigations and ensure appropriate documentation in alignment with policy and legal requirements.
  • Manages and resolves complex Team Member relations issues. Conducts effective, thorough and objective investigations.
  • Support talent planning initiatives including succession planning, internal mobility, and leadership development.
  • Partner with leaders on onboarding, development plans, and Team Member growth conversations.
  • Collaborate with Talent Acquisition and People Development on workforce needs, role design, and hiring strategies.
  • Champion organizational values and foster an inclusive, engaging workforce culture.
  • Support leaders through change initiatives, providing guidance on communication, transition planning and change adoption.Partner on Team Member engagement initiatives and action planning.
  • People practices comply with federal, state and local employment laws.
  • Interpret and apply People policies consistently and provide guidance to leaders and Team Members.
  • Maintains in-depth knowledge of legal requirements related to day-to-day management of Team Members, reducing legal risks and ensuring regulatory compliance.
  • Identify potential risk areas and proactively recommend solutions.
  • Partner with People Experience & Development team (e.g., Talent Acquisition, Learning & Development) to deliver integrated solutions.
  • Contribute to People team projects, process improvements, and system enhancements.
  • Stay current on HR trends, employment law changes, and best practices.
  • Conduct weekly meetings with respective business partners.
  • Provides day-to-day performance management guidance to frontline leaders (e.g., coaching, counseling, career development, disciplinary actions).
  • Works closely with Leaders and Team Members to improve work relationships, build morale, and increase productivity and retention.
  • Performs other related duties as assigned.