Human Resources Business Partner

Description

Strongward is a long-term disaster recovery organization. We exist to transform disaster from tragedy to strength, equipping hardest-hit homeowners and communities with the capacity to emerge stronger than before. Our services are currently offered across eight states in the South, with active rebuilding sites in New Orleans and communities across Florida.

• Safe Homes
  :
  We partner with disaster-impacted homeowners to rebuild homes, restore stability, and create a path forward through our Recovery Services. We help families return home faster, and we strengthen their homes against the next storm. We provide hands-on support in navigating and appealing disaster funding decisions that shape the recovery of hardest-hit homeowners with the fewest resources.
• Stronger Communities
  :
  Through our Advisory Services, we help under-resourced, high-risk communities build local capacity before and after disaster. Our team of subject-matter experts and Resilience Fellows provides training, consulting, and hands-on support so local leaders can build knowledge and recovery systems that stay in place long after outside support ends.

Joining Strongward is more than just joining a workforce. Many organizations focus on the immediate aftermath, when attention and funding peak. Strongward is one of the few disaster recovery organizations built specifically for the long aftermath. We work in the silence after the cameras leave, and we stay until the work is done.

The Human Resources Business Partner serves as a strategic and hands-on partner to leaders, managers, and employees, helping translate organizational priorities into consistent, effective, and values-aligned people practices. This role provides guidance across the employee lifecycle, including employee relations, workforce planning, talent acquisition, onboarding, performance management, HR operations, compliance, compensation support, learning and development, engagement, and retention.

As a trusted advisor and coach, the HR Business Partner supports managers in navigating complex people matters, strengthening team effectiveness, and applying policies and practices with sound judgment, discretion, and consistency. The position uses workforce data, HR metrics, and practical problem-solving to identify opportunities, reduce employment-related risk, improve HR processes, and contribute to a positive, inclusive employee experience that advances Strongward’s mission.

• Serve as a trusted advisor, coach, and thought partner to managers on employee relations, organizational effectiveness, talent strategy, and change management.
• Partner with leaders to assess workforce needs, organizational structure, staffing plans, capacity, and future talent requirements.
• Support organizational design, role clarity, team transitions, restructuring efforts, and change communication in partnership with HR leadership.
• Build strong, collaborative relationships across the organization to understand workforce needs and provide practical, values-aligned HR guidance.
• Partner with HR leadership to use workforce data, HR metrics, and trends to identify opportunities, inform decisions, and recommend proactive solutions.

• Provide guidance on employee relations matters, conflict resolution, policy interpretation, and performance concerns with discretion, consistency, and sound judgment.
• Conduct or support workplace investigations, document findings, recommend appropriate next steps, and elevate employment-related risks as needed.
• Support HR compliance by reviewing, updating, implementing, and communicating policies, required trainings, documentation practices, and employment-related processes.
• Partner with HR leadership, legal counsel, and managers as appropriate to identify, mitigate, and resolve employment-related risk.
• Support leave of absence, accommodation, workers’ compensation, benefits, and employee health or safety matters in partnership with HR leadership and external partners.
• Collaborate with HR peers and people managers to support smooth HR operations, including onboarding, offboarding, payroll coordination, HR systems, employee records, and process improvements.

• Partner with leaders and hiring managers to develop and implement talent acquisition strategies that attract diverse, qualified, and mission‑aligned candidates.
• Support recruitment processes, including job description development, job postings, candidate screening, interview coordination, selection support, and candidate communications.
• Coordinate onboarding activities to ensure new employees experience a welcoming, organized, and inclusive transition into the organization.

• Partner with HR leadership to support compensation strategies, market benchmarking, job pricing, annual merit processes, bonus cycles, and fair…