Human Resources Business Partner_HRBP

About this role

US Base Salary: $101,886 - $135,000
About Us
Bonterra exists to propel every doer of good to their peak impact. We measure that impact against our vision to increase the giving rate as a percentage of GDP from 2% to 3% by 2033. We know that this goal is lofty, but we are confident that the right technology and expertise will strengthen trust in the sector, allowing the social good industry to accelerate growth and reach peak impact. Bonterra's differentiated, end-to-end solutions collectively support a unique network of over 20,000 customers, including over 16,000 nonprofit organizations and over 50 percent of Fortune 100 companies. Learn more at bonterratech.com.
About the Role
The HR Business Partner serves as the primary day-to-day HR resource for employees, managers and senior managers within assigned Operational client groups, delivering HR support independently across employee relations, performance and talent processes, organizational changes, HR administration, and workforce data. The role applies knowledge of HR policy, processes, and applications to make independent decisions on routine matters within policy, and takes direction from and escalates enterprise-level, precedent-setting, and high-risk matters to the Sr. Director, HR Business Partner. Consistent with Bonterra's AI-first approach, this role uses AI tools where appropriate to draft documentation, analyze people data, and streamline recurring HR work, while applying human judgment and safeguarding confidentiality and data privacy in all people decisions.

Essential Functions

• Serve as the first line of HR support for employees and managers in assigned client groups, responding to questions on policy, team structure, career paths, and leveling, and escalating enterprise-level, precedent-setting, or high-risk issues to the Sr. Director, HR Business Partner.

• Partner with senior leaders in assigned client groups, as directed by the Sr. Director, to translate business priorities into people actions such as workforce planning, headcount and capacity discussions, and organizational health, using data on attrition, engagement, span of control, and hiring and promotion trends to diagnose issues and support recommendations.

• Execute reorganizations, restructures, and reductions in force at the direction of the Sr. Director, including role and org-chart documentation, HRIS updates, notification logistics, and audience-specific communications and talking points for executives, managers, and impacted employees, coordinating with Talent Acquisition, Total Rewards, Finance, and Legal to align structure, hiring, and compensation.

• Manage employee relations intake, documentation, and investigations from open to close, coach managers and employees on resolution, and maintain complete case files; escalate complex or high-risk matters, including terminations and severance, to the Sr. Director and Legal before action is taken.

• Handle day-to-day labor relations for collectively represented employee populations, where applicable, including grievance handling and bargaining support, and escalate labor strategy and significant matters to the Sr. Director in partnership with Legal.

• Run the performance management cycle for assigned client groups, including calibration management, promotion and leveling documentation, and compensation guidance to managers in partnership with Total Rewards; escalate complex talent decisions to the Sr. Director.

• Coach managers on team dynamics, difficult conversations, performance, and change, and develop templates, tools, and playbooks that extend manager capability beyond one-on-one support.

• Execute HR administration independently, including new hire, transfer, leave, compensation change, and separation transactions, applying knowledge of HR policy, processes, and applications to ensure accuracy and timeliness.

• Provide case guidance and work review to Associate HRBPs on administrative and employee relations tasks, without formal reporting lines, to maintain quality and consistency of HR delivery.

• Run and analyze reports in Workday and other HR applications on a recurring basis and ahead of leadership discussions to identify trends in attrition, engagement, employee relations, hiring, and promotion, and present findings with recommendations.

• Identify opportunities to automate, template, or accelerate recurring HRBP work using AI tools, and apply them responsibly with attention to data privacy, confidentiality, and appropriate use in people decisions.

• Maintain accurate documentation and audit-ready records, and ensure policies are applied consistently and in compliance with federal, state, and local requirements.

Knowledge, Skills & Abilities
LEADERSHIP & NAVIGATION EXPECTATIONS

• This position does not have people management responsibilities.
KEY BEHAVIORS – THE “HOW”

• Applies knowledge of HR policy, employment practices, and HR applications to resolve routine and complex matters independently within policy, and brings a data-informed perspective to manager and employee issues. Solves intricate people problems with creativity and develops practical methods, templates, or tools that improve how HR work gets done. Exercises discretion with confidential information, tailors communication to employees, managers, and senior leaders, and builds strong partnerships by sharing knowledge with peers, including informal guidance to Associate HRBPs. Recognizes the limits of independent authority and escalates enterprise-level, precedent-setting, and high-risk matters to the Sr. Director in a timely manner.
OUTCOME EXPECTATIONS – THE “IMPACT”

• Employees and managers receive timely, sound, and consistent HR support. HR administration is accurate and runs without close oversight. Employee relations, labor, and organizational change matters are documented and escalated at the right time, reducing legal and reputational exposure. People data and reports are accurate and inform leader…