Human Resources Business Partner_HRBP

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 decisions. Recurring HR work is completed faster and at higher quality through responsible use of AI tools, and the work directly supports major business outcomes within assigned client groups.

Required Minimum Qualifications Working knowledge of HR generalist practices, including employee relations, performance management, organizational change, HR administration, and compensation and leveling concepts. Working knowledge of federal, state, and local employment laws and the ability to apply policy consistently. Proficiency with HRIS and HR applications, such as Workday, and the ability to run and interpret HR reports. Prior experience in an HR generalist or HR business partner capacity supporting employees and managers, including HR administration.

Ability to investigate and document employee relations matters objectively and maintain confidential case files. Ability to coach managers and employees through difficult conversations and deliver messages with credibility and care. Ability to analyze people data and present findings and recommendations to leaders. Strong written and verbal communication skills, including the ability to tailor messages to different audiences. Attention to detail and the ability to document work accurately and in audit-ready form.

Sound judgment and discretion with confidential information, and the ability to recognize when to escalate. Ability to manage multiple priorities and work independently within defined policy in a fast-paced, changing environment. Willingness to use AI tools in HR work, with an understanding of data privacy and confidentiality expectations. Preferred Qualifications 5 – 8 year HR experience including 3-5+ years of HR generalist or HR business partner experience, including HR administration and HR applications. Experience in a high-growth, B2B SaaS, or technology environment.

Experience supporting reorganizations, restructures, or reductions in force, including notification logistics and communications. Experience supporting employee relations investigations in partnership with Legal. Experience with union or collectively represented employee populations, including grievance handling. Experience supporting global or distributed workforces, including multi-country employment considerations. Experience supporting performance calibration, talent reviews, and compensation guidance.

Proficiency with Workday and people analytics tools, and experience applying AI tools to HR work. Bachelor's degree in Human Resources, Business, or a related field, or equivalent experience. HR certification (for example, SHRM-CP, SHRM-SCP, PHR, or SPHR). At this time, we are unable to consider candidates who require current or future sponsorship for employment authorization.

\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_**_ Our Culture At Bonterra, we’re innovating with a higher purpose: to increase giving to 3% of US GDP by 2033, creating $573 billion more in global impact every year. At Bonterra, we foster an inclusive, equitable culture where every team member belongs and contributes to meaningful impact. Read more about our values and culture here.

Compensation & Benefits We offer a comprehensive benefits package that supports your health, well-being and growth - explore full details here. Compensation and benefits for this U.S. role apply to regular full-time and part-time employees scheduled to work 30 or more hours a week. Pay reflects location, skills, experience, and education, and is one part of Bonterra’s total rewards package, which may include bonuses, incentives, and equity.

Benefits include comprehensive medical, dental, and vision insurance with employer-subsidized premiums, unlimited Flexible Time Off (FTO), paid holidays, and dedicated time off to volunteer. All regular and part-time employees are eligible for the Bonterra 401(k) plan with a 3% company match. _**\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_ Equal Opportunity & Accommodations At Bonterra, we are proud to be an Equal Opportunity Employer.

We celebrate diversity and are committed to creating an inclusive environment for all employees. We provide equal employment opportunities without regard to race, color, religion, sex (including pregnancy, sexual orientation, or gender identity), national origin, age, disability, veteran status, or any other characteristic protected by law. If you require a reasonable accommodation during the application process, please submit a request.

For too long, the people behind the scenes of social good have used cumbersome paper and spreadsheets or outdated technology created for sales teams to report on outcomes for their organizations—methods and tools that reduce the amount of time they could spend doing good, fail to uncover valuable insights and details around outcomes of their good work, and even lead to disengagement and turnover. At Bonterra, we’re changing that.

We work with nonprofit organizations, public agencies, corporations, philanthropic organizations, and foundations to help connect with donors and volunteers, distribute grants and funds, drive fundraising and grant acquisition, manage casework, and measure outcomes and impact. Today, Bonterra’s technology enables over 15,000 nonprofit organizations do more good and powers more than 50% of the Fortune 100’s philanthropic giving efforts. We exclusively cater to the unique needs of social good organizations with intuitive technology, powerful analytics, and easy-to- use reporting.

Quite simply: We power those who power social impact.