Human Resources Business Partner

The Role

As a Human Resources Business Partner (HRBP) at Bloomerang, you’ll partner with leaders to scale teams in a thoughtful, mission-aligned way—connecting people strategy to our growth goals and the success of the nonprofits we serve. You’ll bring a data-informed, future-ready approach to organizational design, talent planning, performance, and change management, including adoption of AI-enabled ways of working.

What You Will Do

• Partner with our Engineering, Product, Payments, and G&A department leaders to translate business goals into workforce plans, including headcount forecasting, capability/skill gap analysis, and org design recommendations
• Use people data and business KPIs to advise leaders on team health, productivity, and performance, and to improve decision-making in a fast-paced environment
• Coach managers on hiring, development, and performance practices that build high-performing, inclusive teams and strengthen talent density
• Support the evolution and consistent application of job leveling and compensation frameworks, partnering with People Team peers to ensure equity and market alignment
• Lead and support change initiatives, including new operating models and the rollout of AI-enabled workflows, ensuring leaders and employees are prepared and supported
• Partner on employee relations matters with sound judgment, balancing consistency, empathy, compliance, and accountability to retain and develop top talent
• Identify opportunities to streamline people processes through automation and AI, improving employee experience while reducing manual work
• Leverage HRIS and people analytics to monitor key trends (engagement, retention, performance, and hiring) and proactively recommend actions that keep teams engaged and mission-aligned

What You Need to Succeed

• Proven HRBP experience partnering with senior leaders, with strong business acumen and the ability to connect people strategies to departmental outcomes
• Skilled in organizational design, workforce planning, and change management, with comfort operating in environments experiencing rapid growth and shifting priorities
• Demonstrated ability to influence and challenge leaders using data, sound judgment, and clear, respectful communication
• Strong coaching capability, particularly in performance management, manager effectiveness, and building high-accountability cultures
• Working knowledge of compensation and job architecture concepts, with a commitment to equitable and consistent practices
• High discretion and strong employee relations skills, with the ability to navigate complexity and sensitive situations with integrity
• Curiosity and practical understanding of how AI and automation can improve productivity and redefine work, with a bias toward scalable solutions
• Ability to actively explore, learn, and responsibly integrate AI tools into daily tasks to drive efficiency and sup