Human Resources Business Partner (HRBP)

Company Description

About KIPP Texas Public Schools 

KIPP Texas Public Schools is a network of 57 public charter, open-enrollment, pre-k-12 schools educating nearly 34,000 students across Austin, Dallas-Ft. Worth, Houston, and San Antonio. Together with families and communities, our mission is to create joyful, academically excellent schools that prepare students with the skills and confidence to pursue the paths they choose - college, career, and beyond - so they can lead fulfilling lives and build a more fair world.

Founded in Houston in 1994 and operating as KIPP Texas since 2018, we are looking to hire a diverse team of dynamic, collaborative, and dedicated individuals with an unyielding belief that every child will succeed. Join a Team and Family with an unwavering commitment to creating classrooms, offices, and communities rooted in belongingness, academic success and joy. If you are passionate about joining a mission and values-driven community who wants every child to want to run to school, the KIPP Texas Team and Family is for you!

KIPP Public Schools is a national network of public charter schools that prepares students with the skills and confidence to create the future they want for themselves, their communities, and us all. We are a network of 280 schools, nearly 15,000 educators, and 175,000 students and alumni.

Job Description

The KTX HR Business Partner (HRBP) plays a key role in staffing, retaining, and creating a thriving work environment that leads to strong talent health, which achieves high-quality educational experience for all students. This position is a strategic advisor and talent partner to school leaders and central talent/HR administrators to ensure that org-wide Talent strategies and initiatives are adopted, adapted to the regional or school needs, and implemented across schools within an assigned portfolio. This position formulates partnerships across the Talent/HR division to deliver value-added service while improving the talent acumen of leaders and staff that reflects KTX's mission, vision, and values.

The HRBP is responsible for setting & adjusting talent strategy within their region (portfolio of schools) and managing the matriculation of talent management processes for all campus roles within the assigned portfolio to ensure that KTX has the talent required to meet student achievement goals while maintaining compliance with district policies and employment laws. The HRBP also collaborates with central Talent/HR administrators to articulate, define, and communicate a regional point of view regarding employee retention, engagement, and overall talent health. 

This role requires a proactive, strategic, and trustworthy Talent professional who can balance KTX objectives with employee needs, drive key Talent & HR initiatives, adapt & implement Talent/HR Strategies, and ensure a compliant, engaged, and high-performing workforce. Does that sound like you?

Key Responsibilities

Talent Acquisition & Workforce Planning

• Leverage data-driven insights from Talent Health reporting to inform hiring decisions and improve workforce planning.

• Collaborate with hiring managers to develop and adapt effective staffing strategies for the region and schools within the portfolio

• Partners with hiring managers to complete annual staffing workbooks to determine employment actions based on school allocations while maintaining accurate staffing rosters at all times

• Provides coaching, guidance, and input on staffing restructures, workforce planning, and succession planning, facilitating key conversations, moves in alignment with regional leadership, and in accordance with employment policies

• Coordinates and executes Talent Reviews on a recurring basis, ensuring we have the right people in seats and staff are placed in corresponding development plans

• Key Liaison to the recruitment team, ensuring timely and quality hires are made with a specific focus on hard-to-hire and/or critical roles

• Cascade-up trends and escalates staffing support needs for critical scenarios and situations to the central recruitment team administrators

Employee Retention & Engagement

• Leverage data-driven insights from Talent Health reporting (Retention, Two-Step & TNTP data results) to inform work environment culture action planning that improves staff retention and engagement.

• Partner with managers to adapt and implement retention strategies or initiatives to reduce turnover and enhance employee satisfaction at their school, including coordination of staff town halls or 1:1 meetings to dive deeper into the latest engagement survey results and trends (as needed)

• Champion our core values amongst the team, ensuring a supportive work environment where all team members can thrive.

• Develop and support programs that improve employee engagement and workplace culture at assigned region and/or schools within the portfolio

• Conduct stay interviews and exit interviews for critical roles while analyzing feedback collected to drive continuous improvements

• Works closely with the Head of Schools and School Leaders to improve work relationships, build morale, and increase productivity and retention for the region or portfolio assigned

• Provides coaching, guidance, and input during leadership moves within a school to ensure change management practices are applied and drive minimal impact on staff turnover

• Key Liaison to talent strategy central team, ensuring timely response on engagement survey results  with a specific focus on hard-to-hire and/or critical schools

• Cascade-up trends and escalates retention support needs for critical scenarios and situations to the central talent strategy team

Performance Management & Employee Relations

• Supports managers in coaching employees, setting performance goals, career development, and addressing performance issues based on our Teacher and Leader Evaluation systems

• Progress monitors the school’s required actions to meet minimum requirements from our Teacher and Leader Evaluation systems at their beginning, mid-year, and end-of-year conversations

• Conducts thorough and objective Level I investigations and guides disciplinary actions and conflict resolution

  • Partners with the Director of Employee Relations & Investigation and/or legal counsel as needed/required

• Participates and/or facilitates training sessions on HR policies, leadership development, and employee relations for the region (schools assigned) while evaluating and monitoring that objectives are met and follow-ups are completed

• Provides coaching, guidance, and input on low-performing employment situations or workplace safety concerns to ensure fair and equitable practices are applied with minimum risk to the organization

• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance

• Key Liaison to the  talent strategy central team, ensuring completion and timely response on performance management deadlines with a specific focus on critical schools

• Key Liaison to the talent operations central team, ensuring schools comply with federal, state, and local labor laws and company policies by providing guidance and interpretation

• Cascade-up trends and escalates employment - Level II+  support needs for critical scenarios and situations to the central talent operations team, including any policy/guidelines required

• Cascade-up trends on training and coaching needs for staff/leaders based on performance and evaluation results in the group (Talent Development Team) 

Serve as a member of the Talent Division Team and Family (10%)

• Champion KIPP Texas’ mission and core values, modeling our values in your work, decisions, and relationships.

• Model the Talent Division’s culture to foster high-performance, inclusion, and belonging. Support key team culture initiatives.

• Build a network of engaged stakeholders across the organization. Leverage a diverse set of perspectives to implement and strengthen our talent practices.

• Serve as an expert in sourcing and recruitment practices. 

• Foster a culture of collaboration through active participation in manager, team, division, and organizational meetings.

• Demonstrate a growth mindset through co-creating a personalized learning plan and participating in development experiences to improve your practice in cultural competence leadership.

Supervisory Responsibilities:

• This position supervises an HR Specialist whose responsibilities include a strong A+ service delivery and execution of daily HR needs, including all employment processing and questions from staff within the region(s) assigned

Performs any other duties as assigned. The responsibilities and tasks outlined in this document are not exhaustive and may change as determined by the network's needs.

Qualifications

• Bachelor’s degree required, Degree in management, business, or human resources preferred

• Minimum of 5 years of experience resolving complex employee relations issues

• Minimum of 5 years coaching others to deliver high-quality results 

• Working knowledge of multiple human resource disciplines, including staffing and talent management practices, employee relations, performance management, and federal and state employment laws.

• An active PHR, SPHR, SHRM-CP/SCP certification is highly preferred or required to obtain within the first year of employment

• Experience working in education, non-profit, or high-stakes service industry, preferred

Skills

• Excellent interpersonal and customer service skills with a proven ability to quickly earn trust and thrive in complex collaborative environments

• Excellent verbal and written communication skills with a strong ability to present information clearly and concisely to different audience groups

• Excellent organizational skills and attention to detail with a track record of delivering high-quality outcomes and work product

• Excellent time management skills with a proven ability to consistently meet deadlines

• Excellent analytical and problem-solving skills with a proven ability to interpret data to drive action and solve complex problems

• Ability to adapt quickly to growing and ever-changing business needs with a high degree of emotional intelligence

• Ability to acquire a thorough understanding of the organization’s hierarchy, jobs, qualifications, and the administrative practices related to those factors.

• Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.

• Ability to use strong judgment amidst challenging situations and hold confidential information at all times

• Proficient or Advanced with Microsoft Office Suite and Talent/HR software, including quickly learning new technology as implemented

Additional Information

What We Bring to the Table

• The starting salary range for this position is $90,000 and is commensurate upon experience and internal-equity

• Competitive vacation and flexible paid time off (PTO) policies

• Paid parental leave

• Comprehensive medical, dental, and vision plans with varying coverage for employees and their families, inclusive of virtual physician visits. High deductible health plan with HSA also offered

• Employee assistance programs

• Participates in the Teacher Retirement System of Texas (TRS)

• 457 Roth and 403b retirement plan options

• KIPP also offers the following employee-paid benefits: legal plans, LifeLock identity protection, life insurance and disability insurance

• Flexible spending account or high-yield HSA

Work Environment

• Hybrid - three days working from a regional SSP office in San Antonio, Houston, Austin or Dallas; two days working from a home office.

Travel Requirements

• Ability to travel to various locations for in person meetings, or conferences, travel time approximately 10%.

Physical Requirements

• The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this position. Reasonable accommodations may be made to enable individuals with disabilities to perform the functions

• Considerable time spent at a desk using a computer/laptop

• Attending conferences or training sessions

KIPP provides equal employment opportunity for all applicants and employees. As an equal opportunity employer, we hire without consideration to race, religion, creed, color, national origin, age, gender, sexual orientation, marital status, veteran status or disability.