Strategic HR Partner Leaders and Organization

Description

Position Summary

The Human Resources Business Partner (HRBP) serves as a strategic and hands-on people partner to leaders and managers across Habitat for Humanity of Omaha. Reporting to the CFO, the HRBP helps translate organizational priorities into practical people strategies, strengthens manager capability and accountability, and provides trusted guidance on employee relations, performance, workforce planning, organizational effectiveness, talent development, and employee engagement.

The HRBP works collaboratively with the HR Manager, Senior Talent Acquisition Partner, and Learning & Development Specialist as peer partners. The HRBP leads strategic HR partnership, employee relations, manager coaching, workforce and talent strategy, organizational effectiveness, and employee engagement, while partnering across the HR team to provide a coordinated employee and manager experience.

Application Timeline

This position will be posted and open for applications from September 25th, 2026 through October 9th, 2026. To be considered, please submit your application during this time frame.

Following the Final date to receive applications, our team will review all submitted applications and qualifications. Candidates can expect an update regarding next steps during the week of October 12th, 2026, with communication anticipated by October 16th, 2026.

We appreciate your interest in joining Habitat for Humanity of Omaha and look forward to receiving your application.

Requirements

Key Responsibilities

Strategic HR Partnership & Organizational Effectiveness

• Serve as a trusted advisor to the CFO, executive leadership, and department leaders on people, workforce, and organizational effectiveness matters.
• Develop a strong understanding of departmental goals, operating realities, workforce challenges, and talent needs and translate them into practical people strategies.
• Coach leaders on organizational design, workforce planning, role clarity, team effectiveness, succession, talent decisions, and organizational change.
• Use workforce data, employee feedback, and business context to identify risks, trends, and opportunities and recommend proactive solutions.

Manage Coaching, Performance, & Employee Relations

• Coach managers on setting expectations, providing feedback, managing performance, resolving conflict, developing employees, and maintaining appropriate manager ownership and accountability.
• Provide timely, practical guidance on employee relations matters, including performance concerns, corrective action, attendance, policy interpretation, workplace conflict, and sensitive employee situations.
• Conduct or support workplace investigations and partner with the CFO, HR Manager, employment counsel, or other resources on complex or high-risk matters.
• Identify recurring employee relations and performance themes and recommend broader organizational, policy, process, or development solutions.

Talent, Workforce planning, & Development

• Partner with leaders on workforce planning, organizational structure, role alignment, talent reviews, succession planning, career development, retention, and internal mobility.
• Collaborate with the Senior Talent Acquisition Partner and hiring leaders to clarify talent needs and support effective selection and onboarding decisions; recruiting strategy and execution remain with the Senior Talent Acquisition Partner.
• Partner with the Learning & Development Specialist to identify organizational, team, and manager capability gaps; translate needs into development priorities; and reinforce learning through manager coaching and follow-through.
• Support performance management and development practices that strengthen expectations, feedback, accountability, and employee growth.

Employee Engagement, Culture, & Change

• Partner with leaders and the L&D Specialist on employee engagement surveys, listening efforts, action planning, and accountable follow-through.
• Identify themes affecting engagement, retention, manager effectiveness, communication, culture, and employee experience and recommend appropriate interventions.
• Support leaders through reorganizations, leadership transitions, and other significant organizational changes.

HR Policy, Risk, & People Programs

• · Partner with the HR Manager on consistent interpretation and application of HR policies and employment practices, particularly as they relate to employee relations and manager decision-making.
• · Maintain sufficient working knowledge of employment law and HR best practices to provide…