# Human Resources Business Partner at SBP in New Orleans,… > Human Resources Business Partner at SBP in New Orleans, Louisiana, United States. Category: Human Resources Jobs. View full job details and apply now on… Human Resources Business Partner # Human Resources Business Partner SBP ## Job Description ABOUT STRONGWARD - Safe Homes: We partner with disaster-impacted homeowners to rebuild homes, restore stability, and create a path forward through our Recovery Services. We help families return home faster, and we strengthen their homes against the next storm. We provide hands-on support in navigating and appealing disaster funding decisions that shape the recovery of hardest-hit homeowners with the fewest resources. - Stronger Communities: Through our Advisory Services, we help under-resourced, high-risk communities build local capacity before and after disaster. Our team of subject-matter experts and Resilience Fellows provides training, consulting, and hands-on support so local leaders can build knowledge and recovery systems that stay in place long after outside support ends. Position Summary Key Responsibilities and Duties Strategic HR Partnership - Serve as a trusted advisor, coach, and thought partner to managers on employee relations, organizational effectiveness, talent strategy, and change management. - Partner with leaders to assess workforce needs, organizational structure, staffing plans, capacity, and future talent requirements. - Support organizational design, role clarity, team transitions, restructuring efforts, and change communication in partnership with HR leadership. - Build strong, collaborative relationships across the organization to understand workforce needs and provide practical, values-aligned HR guidance. - Partner with HR leadership to use workforce data, HR metrics, and trends to identify opportunities, inform decisions, and recommend proactive solutions. Employee Relations, Compliance, and HR Operations - Provide guidance on employee relations matters, conflict resolution, policy interpretation, and performance concerns with discretion, consistency, and sound judgment. - Conduct or support workplace investigations, document findings, recommend appropriate next steps, and escalate employment-related risks as needed. - Support HR compliance by reviewing, updating, implementing, and communicating policies, required trainings, documentation practices, and employment-related processes. - Partner with HR leadership, legal counsel, and managers as appropriate to identify, mitigate, and resolve employment-related risk. - Support leave of absence, accommodation, workers' compensation, benefits, and employee health or safety matters in partnership with HR leadership and external partners. - Collaborate with HR peers and people managers to support smooth HR operations, including onboarding, offboarding, payroll coordination, HR systems, employee records, and process improvements. Recruitment, Hiring, and Onboarding - Partner with leaders and hiring managers to develop and implement talent acquisition strategies that attract diverse, qualified, and mission-aligned candidates. - Support recruitment processes, including job description development, job postings, candidate screening, interview coordination, selection support, and candidate communications. - Coordinate onboarding activities to ensure new employees experience a welcoming, organized, and inclusive transition into the organization. Compensation, Performance, and Talent Development - Partner with HR leadership to support compensation strategies, market benchmarking, job pricing, annual merit processes, bonus cycles, and fair pay-for-performance practices. - Support the annual performance management process by helping leaders apply fair, consistent, and goal-aligned practices. - Help leaders identify, develop, and retain talent through learning opportunities, coaching, feedback practices, and employee development support. - Support talent review, succession planning, retention planning, and development conversations to strengthen internal talent pipelines and organizational readiness. - Support employee experience, engagement, inclusion, and belonging initiatives that strengthen culture and reinforce organizational values. - Partner with leaders to interpret engagement feedback and develop practical action plans that improve team effectiveness and employee experience. HR Projects and Continuous Improvement - Lead or support cross-functional HR initiatives, process improvements, audits, and implementation projects that strengthen HR programs and employee experience. - Develop, improve, and document HR workflows, tools, templates, and communication materials to support consistent and scalable people practices. Requirements and Qualifications Education - Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field required; equivalent experience may be considered. - SHRM-CP, SHRM-SCP, PHR, SPHR, or related HR certification preferred. Work Experience - Seven to ten years of progressive human resources experience, including responsibility for employee relations, HR operations, compliance, performance management, talent acquisition, and talent support. - Experience advising managers, resolving employee relations matters, interpreting HR policies, conducting or supporting workplace investigations, and promoting fair, consistent, and compliant people practices. - Experience supporting workforce planning, organizational design, change management, talent review, succession planning, retention planning, or employee development initiatives preferred. - Experience supporting talent acquisition, including job description development, candidate screening, interview coordination, hiring manager partnership, inclusive selection practices, and onboarding. - Experience with compensation practices, market benchmarking, merit and bonus cycles, learning and development, employee engagement, engagement action planning, and talent management preferred. - Experience supporting leave of absence, accommodations, workers' compensation, benefits, employee health or safety matters, and employment-related risk mitigation preferred. - Nonprofit, disaster recovery, mission-driven, or multi-state workforce experience preferred. Technical Skills and Proficiency - Proficiency with Microsoft Office Suite, including Word, Excel, Outlook, PowerPoint, and Teams. - Experience using HRIS, payroll, applicant tracking, and data management systems; Paylocity experience preferred. - Ability to analyze HR metrics, workforce data, and trends to inform decisions, strengthen processes, and recommend proactive solutions. - Working knowledge of federal, state, and local employment laws, HR compliance requirements, employee records management, recruiting workflows, and performance management processes. Core Competencies (Soft Skills) - Trusted advisor and coach with the ability to build strong, collaborative relationships with leaders, managers, employees, and external partners. - Excellent written, verbal, and interpersonal communication skills, with the ability to provide clear guidance, resolve concerns, and support effective working relationships. - Strong judgment, discretion, and confidentiality when handling sensitive employee, candidate, compensation, and workplace information. - Strong problem-solving, conflict-resolution, analytical, and decision-making skills, with the ability to navigate complex situations with empathy and accountability. - Highly organized, flexible, resourceful, and collaborative, with the ability to manage multiple priorities in a dynamic, mission-driven environment. - Commitment to inclusion, belonging, equitable practices, employee experience, continuous learning, and Strongward's mission and values. 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