Application Instructions

Click Apply to submit your online application. Please attach a resume and thoughtful cover letter on the "My Experience" page in the "Resume/CV" field.

Active City Year Staff members must login to Workday to apply internally.

Number of Positions: 1

Compensation: $85,000.00 - $90,000.00 Annually Commensurate with Experience and Location

Work Location: 100% Remote

Position Overview

Reporting into the Vice President, People Relations, People Business Partners (PBPs) advise a portfolio of local teams in developing and implementing high-level, holistic strategies to create positive staff and corps experiences and transformative cultures. Business Partners provide leadership and management coaching to leaders to support achievement of our national and local team People goals and priorities. Using quantitative and qualitative data analysis, PBPs serve as a bridge to escalate critical issues, articulate a comprehensive view of People trends between site and headquarters partners to the leadership of the People Department, Site Operations, and City Year’s senior leaders.

Job Description

Responsibilities

Employee Relations

• Manage, advise, and resolve complex employee relations issues.

• Support conflict resolution among staff and AmeriCorps Members (ACMs).

• Investigate allegations of misconduct and recommend appropriate next steps.

• Encourage engagement and relationship-building among staff and ACMs.

• Guide managers on effectively addressing performance concerns.

• Clarify and enforce People Team processes and procedures consistently.

• Connect staff/ACMs with organizational and People Team resources related to: Acommodations, Mental health, Emergencies

• Support accountability through progressive discipline procedures.

• Partner with leaders during the termination process to ensure fairness and compliance.

• Provide HR-related advice on restructuring and workforce planning.

Portfolio Coaching and Support

• Serve as a thought partner to site leadership and/or vertical leaders.

• Support leaders in making sound, compliant management decisions.

• Coach managers on strategies to:

  • Improve work relationships

  • Build and sustain morale

  • Increase productivity

  • Retain high-performing employees

• Promote leadership development and strong people-management skills across the portfolio.

Strategic Problem Solving

• Analyze trends and issues in employee relations across the organization.

• Develop proactive solutions to address recurring or emerging challenges.

• Recommend and implement programs that improve employee experience.

• Partner with leaders to resolve complex organizational concerns.

• Contribute to long-term strategy for employee relations practices.

Policy Development and Implementation

• Support in review and assessing current policies for alignment with HR best practices.

• Recommend adjustments to existing policies to ensure effectiveness and compliance.

• Supporting in drafting and implementing new policies where gaps exist.

• Ensure policies are communicated clearly across business units.

• Provide training and guidance to ensure understanding and compliance.

Team Collaboration and Learning

• Actively participate in People Relations team meetings and initiatives.

• Share knowledge and learnings to strengthen team effectiveness.

• Collaborate with colleagues across the People, Experience, and Culture department.

• Model and encourage a learning mindset within the team.

• Model inclusive and equitable practices in decision-making.

• Guide leaders and teams in making intentional choices that promote belonging.

Qualifications

• Minimum of 5 years of experience resolving complex employee relations issues.

• Strong knowledge of human resources disciplines, including:

  • Employee relations and performance management

  • Compensation practices

  • Organizational assessment/diagnosis

  • Federal and state employment laws

• Bachelor’s degree preferred.

• SHRM-CP or SHRM-SCP credential preferred, but not required.

Additional Qualifications & Attributes

• Commitment and openness to continuous growth and learning.

• Proven ability to build trust and provide candid, caring feedback, including to senior leaders.

• Experience managing sensitive and confidential matters with discretion and professionalism.

• Success in key HR functions such as workforce planning, hiring, onboarding, employee relations, performance management, and offboarding.

• Skilled in conflict resolution, coaching, and facilitation, applying diplomacy and sound judgment.

• Strong communication skills, including the ability to influence and inspire diverse audiences.

• Effective at balancing multiple high-priority projects with strong organizational and problem-solving skills.

Benefits