Human Resources Business Partner

POSITION SUMMARY

Under the direction of the Director of Human Resources (DHR), the Human Resources Business Partner (HRBP) provides hands-on support in the development, implementation, and ongoing improvement of Human Resources programs, processes, systems, training, and operational practices across Burbank Housing.

The HRBP works closely with the DHR to translate HR strategy and organizational needs into practical processes, Standard Operating Procedures (SOPs), manager tools, training programs, workflows, and systems that support consistent and effective HR practices.

A key focus of this position is helping build and strengthen HR infrastructure. This includes developing and documenting SOPs, assisting with the implementation and optimization of HR systems, creating manager and supervisor resources, developing and facilitating training, supporting HR projects, and ensuring new processes are successfully implemented across the organization.

The HRBP also provides day-to-day support to managers and supervisors, helping them understand and consistently apply HR policies, procedures, systems, and management practices. The position works in partnership with the DHR on employee relations, performance management, workforce initiatives, organizational changes, and other HR priorities.

The successful candidate is highly organized, resourceful, process-oriented, and comfortable moving between developing new HR programs and providing hands-on implementation support. This individual must be able to take direction and organizational priorities established by the DHR and turn them into clear, practical, and sustainable HR processes.

KEY RESPONSIBILITIES

Director of Human Resources Support & HR Initiatives

• Partner closely with the DHR to implement HR strategies, department priorities, and organizational initiatives.

• Provide hands-on project support to move HR initiatives from planning through implementation.

• Assist the DHR with evaluating existing HR practices, identifying gaps, and developing solutions.

• Research and develop recommendations regarding HR processes, programs, systems, and tools.

• Create project plans, implementation timelines, checklists, and supporting materials for HR initiatives.

• Coordinate follow-up activities and track deliverables associated with HR projects.

• Assist with preparing HR communications, presentations, reports, training materials, and leadership resources.

• Support implementation of organizational changes and new HR programs.

• Help ensure HR initiatives are consistently implemented across departments and locations.

• Provide the DHR with updates regarding project status, outstanding items, risks, and recommended next steps.

SOP & Process Development

• Lead the drafting and documentation of Human Resources Standard Operating Procedures (SOPs).

• Partner with the DHR and appropriate stakeholders to document current HR processes and identify opportunities for improvement.

• Develop clear step-by-step procedures, workflows, checklists, templates, forms, and supporting documentation.

• Review existing HR procedures and recommend updates to improve consistency, efficiency, and usability.

• Create standardized HR processes that can be consistently followed by HR staff, managers, and supervisors.

• Maintain an organized library of current HR SOPs, procedures, templates, forms, and manager resources.

• Establish review schedules to ensure HR SOPs and processes remain current.

• Assist with communicating and implementing new or revised procedures.

• Train appropriate employees and managers on new processes and procedures.

• Evaluate whether implemented processes are working effectively and recommend adjustments as needed.

• Identify processes that can be simplified, standardized, automated, or moved into HR systems.

HR Systems Implementation & Optimization

• Support the DHR with implementation, configuration, and ongoing improvement of HR systems and technology.

• Assist with reviewing current HR systems, workflows, and processes to identify gaps and opportunities for improvement.

• Help configure HR workflows, forms, approvals, templates, notifications, and employee processes within HR systems.

• Assist with system testing prior to implementation of new features, workflows, or processes.

• Coordinate with vendors and internal stakeholders during HR system implementations and enhancements.

• Help organize, validate, and prepare HR data needed for system implementations or updates.

• Develop system procedures, user guides, and training materials.

• Train managers, supervisors, and employees on appropriate use of HR systems.

• Assist managers and employees with system questions and troubleshoot routine issues.

• Research available system features and recommend opportunities to improve efficiency and employee or manager self-service.

• Support HRIS data integrity and help identify opportunities to improve HR reporting.

• Assist with implementing technology solutions that reduce manual HR processes and improve workflow efficiency.

Manager & Supervisor Training

• Partner with the DHR to identify training needs for managers and supervisors.

• Develop manager and supervisor training programs based on organizational needs and HR priorities.

• Create presentations, facilitator guides, handouts, job aids, templates, and other training materials.

• Facilitate HR-related training for managers and supervisors.

• Coordinate training schedules, invitations, attendance, materials, and follow-up activities.

• Develop training on topics such as performance management, documentation, employee relations, interviewing, onboarding, workplace communication, policy implementation, and HR systems.

• Provide managers and supervisors with practical tools they can use following training.

• Develop refresher training and ongoing manager education as organizational needs evolve.

• Evaluate training effectiveness and recommend improvements.

• Maintain records of completed manager and supervisor training as appropriate.

• Assist with developing an annual HR training calendar.

Manager Tools & Resources

• Develop practical tools and resources that help managers consistently carry out their people-management responsibilities.

• Create a comprehensive manager toolkit containing HR procedures, templates, checklists, guides, and frequently used resources.

• Develop templates for performance conversations, coaching, corrective action, employee check-ins, onboarding, and other manager responsibilities.

• Create quick-reference guides and FAQs for common HR processes.

• Assist with developing resources for new managers and supervisors.

• Maintain and update manager resources as policies, systems, and procedures change.

• Partner with managers to understand where additional tools, guidance, or training are needed.

• Help create consistent management practices across the organization.

Performance Management Support

• Support the DHR in administering and improving the organization's performance management processes.

• Assist with developing performance management procedures, tools, templates, and manager guidance.

• Coordinate annual and introductory performance evaluation processes.

• Support 30-, 60-, and 90-day evaluation processes for new employees.

• Track completion of required evaluations and follow up with managers as needed.

• Train managers and supervisors on performance management expectations and documentation.

• Assist managers with preparing appropriate performance documentation.

• Review performance documentation and escalate significant concerns to the DHR.

• Assist with developing Performance Improvement Plan (PIP) templates and related manager resources.

• Identify recurring performance management challenges that may require additional manager training.

Employee Relations & Manager Support

• Provide day-to-day HR guidance to managers and supervisors under the direction of the DHR.

• Assist managers with interpreting and applying HR policies and procedures.

• Help managers prepare for employee conversations involving performance, attendance, workplace expectations, and other routine concerns.

• Assist with gathering documentation and information related to employee relations matters.

• Support the DHR with workplace investigations as requested.

• Maintain appropriate and confidential employee relations documentation.

• Identify employee relations trends and communicate concerns to the DHR.

• Escalate complex, sensitive, or higher-risk employee matters to the DHR.

• Provide follow-up support to managers after employee relations discussions or actions.

Policy, Handbook & Documentation Support

• Support the DHR with development, review, implementation, and communication of HR policies.

• Assist with maintaining and updating the employee handbook.

• Translate HR policies into practical procedures and manager guidance.

• Create supporting forms, templates, FAQs, and communication materials when policies are introduced or revised.

• Assist with organization-wide rollout of new or updated HR policies.

• Coordinate manager and employee training related to policy changes when appropriate.

• Maintain organized and current HR policy and procedure documentation.

• Identify areas where additional policies, procedures, or guidance may be needed and bring recommendations to the DHR.

Onboarding & Employee Lifecycle Process Improvement

• Partner with the Senior Recruiter, DHR, managers, and other departments to improve onboarding and employee lifecycle processes.

• Develop and maintain onboarding procedures, checklists, manager guides, and employee resources.

• Assist with creating standardized new-hire onboarding practices across departments.

• Develop manager guidance regarding first-day preparation, introductory periods, employee check-ins, and early performance expectations.

• Review onboarding feedback and recommend process improvements.

• Assist with improving processes related to promotions, transfers, employee changes, and offboarding.

• Document employee lifecycle processes through SOPs and supporting resources.

• Identify opportunities to automate or streamline employee lifecycle processes through HR systems.

HR Projects & Continuous Improvement

• Manage or support HR projects assigned by the DHR.

• Develop project plans, timelines, action items, and implementation materials.

• Coordinate with internal stakeholders and outside vendors as needed.

• Track project progress and follow up on outstanding deliverables.

• Evaluate existing HR processes and identify opportunities to improve efficiency, consistency, and employee experience.

• Assist with testing and implementing new HR processes and programs.

• Gather feedback following implementation and recommend adjustments.

• Research HR practices, technology, tools, and resources that may benefit the organization.

• Support annual HR initiatives and department priorities.

• Provide backup coverage for the Human Resources Generalist and Senior Recruiter as needed.

• Perform other duties as assigned