Human Resources Business Partner
Job in
Indianapolis, Hamilton County, Indiana, 46262, USA
Listing for:
The Children's Museum of Indianapolis in
Full Time
position
Listed on 2026-02-08
Job specializations:
-
HR/Recruitment
Talent Manager, HR Manager
Salary/Wage Range or Industry Benchmark: 64000 USD Yearly
USD
64000.00
YEAR
Job Description & How to Apply Below
Location: IndianapolisJob Category
:
Human Resources & Organizational Development
Requisition Number
: HUMAN
002380
- Posted :
February 5, 2026 - Full-Time
- On-site
- Salary : $64,000 USD per year
Locations
Showing 1 location
Indianapolis, IN 46208, USA
Description
Overview
The Human Resources Business Partner (HRBP) plays an important role in executing HR strategies that align with and support the achievement of strategic and annual department plans for The Children’s Museum of Indianapolis. The incumbent provides guidance to support result-driven actions and solutions that foster a diverse, high performing, inclusive and engaged workforce. The HRBP is responsible for various human resources functions including talent acquisition, total rewards, performance management, employee relations, wellness, growth and development, and employee engagement.
They build partnerships across the organization to provide value-added services to employees, aligning with the organization’s mission and business objectives.
The Children’s Museum is building and sustaining an inclusive culture that encourages, supports, and celebrates differences. We believe that collaboration and open dialogue among people with diverse backgrounds, experiences, and perspectives best support our vision and mission.
Responsibilities
Works in concert with designated division/department managers and staff to build strong relationships and provide HR support and guidance. Provides proactive HR procedure and policy counsel. Contributes insights and suggestions to improve structures, processes, and workforce effectiveness. Ensures update-to-date standard operating procedures (SOPs) for HR process are maintained.Works closely with hiring managers to proactively develop and execute appropriate recruiting strategies and understand staffing issues relative to timing, seasonality of hiring, job requirements, staffing configurations and/or position levels, and future staffing needs.Manages open-to-close and onboarding activities, ensuring consistent and equitable practices are adhered to. Maintains proficiency with UKG and awareness of the museum’s organizational structure, job analysis and evaluation processes, systems, and compensation philosophy and practices.Provides counsel to managers and staff on employee relations issues and disciplinary action, escalating as needed, ensuring alignment with museum policy, values, procedures and legal requirements. Facilitates objective equitable resolutions.Administers various aspects of total rewards programs for designated divisions/departments including but not limited to leaves of absence, benefits open enrollment, health & retirement benefits, accommodations, FMLA, ADA, unemployment claims, PTO, disability, workplace injury and worker’s compensation claims processing and tracking.Works closely with HR and payroll colleagues to ensure accurate employee information and audits for record keeping and biweekly payroll. Ensures compliance, accuracy, and timely employee benefits record-keeping including enrollments, changes, deductions, and processing.Provides performance management guidance (e.g., coaching, counseling, career development, disciplinary actions) that helps staff members achieve individual, department and organizational goals.Consults colleagues and department leaders on human resource-related issues, suggests new HR strategies, and provides HR guidance when appropriate. Evaluates and anticipates department level HR-related needs and communicates needs with director and vice president.Works closely with HR colleagues and hiring managers to build and maintain interview question databases including position-specific, unbiased behavioral-based question sets and other vehicles to ensure that sourcing and placement efforts are aligned with DEAI best practices.Partners with colleagues in HR and training/professional development to suggest development opportunities and programs that build critical skills across teams, including individual contributors and department leadership.Supports organizational change management efforts, including team realignments/restructures and workforce planning initiatives. Works to foster employee…
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