Expertise in human resources compliance, employment law, and risk management, including interpreting and applying policies and regulations while protecting confidential information and exercising sound judgment in sensitive situations.
Ability to assist with employee and organizational crises using a people-first, business-minded approach; recognize connections between workforce well-being and organizational reputation; empathize with employees; navigate sensitive situations; and facilitate difficult conversations that support necessary change while maintaining trust and professionalism.
Ability to use HR data and analytics to support stakeholders, inform strategic discussions, and drive decision-making.
Experience using HR technology platforms, including human resources information systems, applicant tracking systems, Microsoft Office, and Google Workspace to streamline processes, maintain data integrity, improve reporting, and support information security and compliance.
At least three years of experience handling complex workplace issues, conducting investigations, and resolving sensitive employee concerns.
Ability to navigate ambiguity and apply sound judgment to make effective human resources recommendations.
Business acumen and understanding of organizational operations and the nonprofit sector.
Project, organizational, and time management skills.
Knowledge of human resources principles and best practices, including compensation, talent acquisition, employee development, and retention.
Ability to interpret and communicate human resources policies, influence stakeholders, and collaborate with employees and leaders at all levels.
Responsibilities
Lead talent acquisition activities, including recruitment and employee retention initiatives; work with hiring managers to understand open positions; screen resumes; conduct interviews; and lead onboarding and orientation.
Maintain accurate and confidential employee records, audits, and documentation.
Design and configure the human resources information system and processes for employee changes, performance reviews, and required training.
Use human resources information systems, applicant tracking systems, badge systems, and other technology platforms to maintain employee data, generate reports, and improve human resources processes; train and educate employees on system-related products.
Monitor and compile accurate human resources metrics, workforce data, and trends to support reporting, compliance, and informed decision-making.
Serve as a liaison and partner closely with IT and the IT Service Desk.
Draft formal communications and flyers for the workforce.
Coordinate and assist in delivering employee training programs and events related to compliance, engagement, workplace conduct, performance management, and professional development.
Partner with managers to address workforce challenges and propose human resources solutions that support departmental and organizational goals.
Contribute to human resources projects and cross-functional initiatives and ensure timely completion of deliverables.
Assist with employee relations investigations and resolution of workplace concerns, conflicts, performance issues, procedures, and employment-related matters; identify risks and corrective actions to support a positive and compliant workplace.
Build and maintain effective communications with management and employees, providing coaching and guidance on performance management, timekeeping, and onboarding.
Desired Qualifications
A bachelor's degree in Human Resources Management, Business Administration, Organizational Leadership, Psychology, Political Science, or a similar field.
Human resources certifications such as SHRM-CP, SHRM-SCP, HRCI-PHR, HRCI-SPHR, or HRIS.
Eight or more years of people management experience as a member of an HR and/or volunteer management team; nonprofit experience is preferred.
Description
The Human Resources Business Partner (HRBP) is a trusted People & Culture professional who supports a positive, engaged, and high-performing workplace for both the compensated and volunteer workforce. As a key member of the People & Culture team, this role helps bring people programs and practices to life while ensuring consistency, compliance, and alignment with the organization's mission and values.
The HRBP partners with employees and managers on recruitment and talent development, workforce challenges, and policy interpretation. This role assists with workplace investigations, difficult conversations, change management, and supports employment related matters while maintaining confidentiality and exercising sound judgment.
The ideal candidate combines strong HR expertise, employment law knowledge, emotional intelligence, and business acumen to effectively navigate complex situations and support organizational success. Success in this role is demonstrated through building trusted relationships, resolving workplace concerns, enhancing employee engagement, mitigating risk, and fostering a positive culture where employees and volunteers can thrive.
Please note: The estimated start date for this position is January 4, 2027.
ESSENTIAL DUTIES AND RESPONSIBILITIES INCLUDE BUT ARE NOT LIMITED TO:
Lead talent acquisition activities, including recruitment and employee retention initiatives, working with hiring managers to developing an understanding of open positions, screening resumes, conducting interviews and leading the onboarding and orientation processes.
Maintain accurate and confidential employee records, audits, and documentation. Design and configure the HRIS and system processes including employee changes, performance reviews, and required training. Utilize HRIS, ATS, and other technology platforms (Badge systems) to maintain employee data, generate reports, and improve HR processes. Train and educate employees on system-related products.
Monitor and compile consistent and accurate HR metrics, workforce data, and trends to support reporting, compliance, and informed decision-making.
Serve as a liaison partnering closely with IT and the IT Service Desk.
Draft formal communications and flyers that are sent to the workforce.
Coordinate and assist in delivering employee training programs and events related to compliance, engagement, workplace conduct, performance management, and professional development.
Partner with managers to address workforce challenges and propose HR solutions that support departmental and organizational goals.
Contribute to HR projects and cross-functional initiatives while ensuring timely completion of deliverables.
Assist with employee relations investigations and the resolution of workplace concerns, conflicts, performance issues, procedures, and employment-related matters, while identifying risks and corrective actions to support a positive and compliant workplace.
Be a trusted partner while initiating and maintaining effective communications with management and employees; providing coaching and guidance on matters related to performance management, timekeeping and onboarding.
SKILLS AND QUALIFICATIONS:
Demonstrated expertise in HR compliance, employment law, and risk management. Skilled in interpreting and applying policies and regulations while safeguarding confidential information and exercising sound judgment in sensitive situations.
Demonstrated ability to effectively assist with employee and organizational crises using a people-first, business-minded approach; recognizing that workforce well-being and organizational reputation are closely connected. Strong emotional intelligence with the ability to empathize with employees, navigate sensitive situations, and facilitate difficult conversations that drive necessary change while maintaining trust and professionalism.
Demonstrated proficiency in leveraging HR data and analytics to support internal and external stakeholders, inform strategic discussions, and drive sound decision-making. Strong experience utilizing HR technology platforms, including HRIS, ATS, and productivity tools such as Microsoft Office and Google Workspace, to streamline processes, enhance data integrity, improve reporting capabilities, and support information security and compliance
Highly skilled in employee relations with at least three years of experience handling complex workplace issues, conducting investigations, and resolving sensitive employee concerns. Ability to navigate ambiguity and apply sound judgment to make effective HR recommendations is strongly preferred
Demonstrated business acumen with a strong understanding of organizational operations and the nonprofit sector, coupled with the ability to serve as a trusted thought partner through effective project, organizational, and time management skills.
Extensive knowledge of human resources principles and best practices, including compensation, talent acquisition, employee development, and retention.
Exceptional communication and relationship-building skills with the ability to effectively interpret and communicate HR policies, influence stakeholders, and collaborate with employees and leaders at all levels of the organization.
Top Candidates will have a Bachelor's degree in Human Resources Management (HRM), Business Administration, Organizational Leadership, Psychology, Political Science, or similar
Top Candidates will have HR Certifications: SHRM-CP/SCP, HRCI-PHR/SPHR, HRIS
Top Candidates will have eight (8)+ years of people management experience as a member of an HR and/or Volunteer Management team, non-profit preferred
To help you stay energized, engaged, and inspired, we offer a wide range of benefits including comprehensive healthcare, a 401K, and Paid Time Off (PTO).
The mission of the Dallas Arboretum and Botanical Garden is to be a garden for all that enriches lives through beauty, learning, and connection. We are a world-class sanctuary where people and plants flourish in the natural environment.
The Dallas Arboretum is proud to be an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, age, color, ancestry, national origin, place of birth, religion, sex, sexual orientation, gender identity and expression, military or veteran status, genetic characteristics or disability unrelated to job performance.