Human Resources Business Partner (HRBP)

The KTX HR Business Partner (HRBP) plays a key role in staffing retaining and creating a thriving work environment that leads to strong talent health which achieves highquality educational experience for all students. This position is a strategic advisor and talent partner to school leaders and central talent/HR administrators to ensure that orgwide Talent strategies and initiatives are adopted adapted to the regional or school needs and implemented across schools within an assigned portfolio. This position formulates partnerships across the Talent/HR division to deliver valueadded service while improving the talent acumen of leaders and staff that reflects KTXs mission vision and values.

The HRBP is responsible for setting & adjusting talent strategy within their region (portfolio of schools) and managing the matriculation of talent management processes for all campus roles within the assigned portfolio to ensure that KTX has the talent required to meet student achievement goals while maintaining compliance with district policies and employment laws. The HRBP also collaborates with central Talent/HR administrators to articulate define and communicate a regional point of view regarding employee retention engagement and overall talent health. 

This role requires a proactive strategic and trustworthy Talent professional who can balance KTX objectives with employee needs drive key Talent & HR initiatives adapt & implement Talent/HR Strategies and ensure a compliant engaged and highperforming workforce. Does that sound like you

Key Responsibilities

Talent Acquisition & Workforce Planning

• Leverage datadriven insights from Talent Health reporting to inform hiring decisions and improve workforce planning.

• Collaborate with hiring managers to develop and adapt effective staffing strategies for the region and schools within the portfolio

• Partners with hiring managers to complete annual staffing workbooks to determine employment actions based on school allocations while maintaining accurate staffing rosters at all times

• Provides coaching guidance and input on staffing restructures workforce planning and succession planning facilitating key conversations moves in alignment with regional leadership and in accordance with employment policies

• Coordinates and executes Talent Reviews on a recurring basis ensuring we have the right people in seats and staff are placed in corresponding development plans

• Key Liaison to the recruitment team ensuring timely and quality hires are made with a specific focus on hardtohire and/or critical roles

• Cascadeup trends and escalates staffing support needs for critical scenarios and situations to the central recruitment team administrators

Employee Retention & Engagement

• Leverage datadriven insights from Talent Health reporting (Retention TwoStep & TNTP data results) to inform work environment culture action planning that improves staff retention and engagement.

• Partner with managers to adapt and implement retention strategies or initiatives to reduce turnover and enhance employee satisfaction at their school including coordination of staff town halls or 1:1 meetings to dive deeper into the latest engagement survey results and trends (as needed)

• Champion our core values amongst the team ensuring a supportive work environment where all team members can thrive.

• Develop and support programs that improve employee engagement and workplace culture at assigned region and/or schools within the portfolio

• Conduct stay interviews and exit interviews for critical roles while analyzing feedback collected to drive continuous improvements

• Works closely with the Head of Schools and School Leaders to improve work relationships build morale and increase productivity and retention for the region or portfolio assigned

• Provides coaching guidance and input during leadership moves within a school to ensure change management practices are applied and drive minimal impact on staff turnover

• Key Liaison to talent strategy central team ensuring timely response on engagement survey results  with a specific focus on hardtohire and/or critical schools

• Cascadeup trends and escalates retention support needs for critical scenarios and situations to the central talent strategy team

Performance Management & Employee Relations

• Supports managers in coaching employees setting performance goals career development and addressing performance issues based on our Teacher and Leader Evaluation systems

• Progress monitors the schools required actions to meet minimum requirements from our Teacher and Leader Evaluation systems at their beginning midyear and endofyear conversations

• Conducts thorough and objective Level I investigations and guides disciplinary actions and conflict resolution

  • Partners with the Director of Employee Relations & Investigation and/or legal counsel as needed/required

• Participates and/or facilitates training sessions on HR policies leadership development and employee relations for the region (schools assigned) while evaluating and monitoring that objectives are met and followups are completed

• Provides coaching guidance and input on lowperforming employment situations or workplace safety concerns to ensure fair and equitable practices are applied with minimum risk to the organization

• Maintains indepth knowledge of legal requirements related to daytoday management of employees reducing legal risks and ensuring regulatory compliance

• Key Liaison to the  talent strategy central team ensuring completion and timely response on performance management deadlines with a specific focus on critical schools

• Key Liaison to the talent operations central team ensuring schools comply with federal state and local labor laws and company policies by providing guidance and interpretation

• Cascadeup trends and escalates employment Level II  support needs for critical scenarios and situations to the central talent operations team including any policy/guidelines required

• Cascadeup trends on training and coaching needs for staff/leaders based on performance and evaluation results in the group (Talent Development Team) 

Serve as a member of the Talent Division Team and Family (10%)

• Champion KIPP Texas mission and core values modeling our values in your work decisions and relationships.

• Model the Talent Divisions culture to foster highperformance inclusion and belonging. Support key team culture initiatives.

• Build a network of engaged stakeholders across the organization. Leverage a diverse set of perspectives to implement and strengthen our talent practices.

• Serve as an expert in sourcing and recruitment practices. 

• Foster a culture of collaboration through active participation in manager team division and organizational meetings.

• Demonstrate a growth mindset through cocreating a personalized learning plan and participating in development experiences to improve your practice in cultural competence leadership.

Supervisory Responsibilities:

• This position supervises an HR Specialist whose responsibilities include a strong A service delivery and execution of daily HR needs including all employment processing and questions from staff within the region(s) assigned

Performs any other duties as assigned. The responsibilities and tasks outlined in this document are not exhaustive and may change as determined by the networks needs.

Qualifications :

• Bachelors degree required Degree in management business or human resources preferred

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

• Minimum of 5 years coaching others to deliver highquality results 

• Working knowledge of multiple human resource disciplines including staffing and talent management practices employee relations performance management and federal and state employment laws.

• An active PHR SPHR SHRMCP/SCP certification is highly preferred or required to obtain within the first year of employment

• Experience working in education nonprofit or highstakes service industry preferred

Skills

• Excellent interpersonal and customer service skills with a proven ability to quickly earn trust and thrive in complex collaborative environments

• Excellent verbal and written communication skills with a strong ability to present information clearly and concisely to different audience groups

• Excellent organizational skills and attention to detail with a track record of delivering highquality outcomes and work product

• Excellent time management skills with a proven ability to consistently meet deadlines

• Excellent analytical and problemsolving skills with a proven ability to interpret data to drive action and solve complex problems

• Ability to adapt quickly to growing and everchanging business needs with a high degree of emotional intelligence

• Ability to acquire a thorough understanding of the organizations hierarchy jobs qualifications and the administrative practices related to those factors.

• Ability to comprehend interpret and apply the appropriate sections of applicable laws guidelines regulations ordinances and policies.

• Ability to use strong judgment amidst challenging situations and hold confidential information at all times

• Proficient or Advanced with Microsoft Office Suite and Talent/HR software including quickly learning new technology as implemented

Additional Information :

What We Bring to the Table

• The starting salary range for this position is $90000 and is commensurate upon experience and internalequity

• Competitive vacation and flexible paid time off (PTO) policies

• Paid parental leave

• Comprehensive medical dental and vision plans with varying coverage for employees and their families inclusive of virtual physician visits. High deductible health plan with HSA also offered

• Employee assistance programs

• Participates in the Teacher Retirement System of Texas (TRS)

• 457 Roth and 403b retirement plan options

• KIPP also offers the following employeepaid benefits: legal plans LifeLock identity protection life insurance and disability insurance

• Flexible spending account or highyield HSA

Work Environment

• Hybrid three days working from a regional SSP office in San Antonio Houston Austin or Dallas; two days working from a home office.

Travel Requirements

• Ability to travel to various locations for in person meetings or conferences travel time approximately 10%.

Physical Requirements

• The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this position. Reasonable accommodations may be made to enable individuals with disabilities to perform the functions

• Considerable time spent at a desk using a computer/laptop

• Attending conferences or training sessions

KIPP provides equal employment opportunity for all applicants and employees. As an equal opportunity employer we hire without consideration to race religion creed color national origin age gender sexual orientation marital status veteran status or disability.

Remote Work :

No

Employment Type :

Fulltime