Job Title: Human Resource Business Partner

Salary: $37.50 - $40.38 – Non-Exempt

Status: Full-Time, Hourly

Hrs/WK: Forty (40) 

Department: Operations

Job Location: Tucson, Arizona 

Nature of Work:

Embraces and Embodies the Tucson Indian Center's (TIC) Mission, Purpose, Vision, Core Values, Guiding Principles, and Strategic Goals as outlined in the Identity Document.

The Human Resources Business Partner (HRBP) serves as a trusted human resources professional who works closely with managers and department leaders to support organizational goals through effective people practices. Acting as a liaison between employees, supervisors, and leadership, the HRBP provides guidance and consultation on employee relations, recruitment and retention, performance management, workforce planning, training and development, compensation administration, policy interpretation, and employment law compliance. While maintaining responsibility for core human resources operations and programs, the HRBP supports leaders in addressing workforce challenges, developing employee talent, enhancing organizational effectiveness, and aligning HR practices with the Tucson Indian Center's mission, values, and operational objectives. The HRBP serves as a resource, coach, and advisor to management while ensuring that human resources services are delivered consistently, effectively, and in accordance with organizational policies and applicable laws.

Essential Functions:

• Administers and continuously improves the Human Resources function to ensure effective recruitment, onboarding,      employee relations, compliance, performance management, benefits administration, recordkeeping, workforce planning, employee development, and workforce support activities.
• Leads full-cycle recruitment and selection activities, including workforce planning support, position postings, candidate sourcing, applicant screening, interview coordination, selection processes, reference verification, pre-employment requirements, offers of employment, onboarding, and new employee orientation.
• Serves as a trusted resource, advisor, and consultant to employees, supervisors, directors, and executive leadership regarding organizational policies, employment practices, employee relations matters, regulatory requirements, workplace concerns, performance issues, workforce challenges, and human resources best practices.
• Provides professional guidance, coaching, and recommendations to leadership regarding personnel matters, workforce planning, talent management, employee development, and organizational practices, while exercising  independent judgment in identifying employment-related risks, compliance concerns, and opportunities for organizational improvement.
• Assists leadership in establishing and maintaining consistent employment practices, accountability standards, performance expectations, and workplace culture initiatives throughout the organization.
• Partners with supervisors and leadership to address employee performance concerns, corrective actions, disciplinary matters, workplace conflict, employee complaints, investigations, organizational effectiveness concerns, and performance improvement efforts while ensuring fairness, consistency, appropriate documentation, and regulatory compliance.
• Consults with leadership regarding staffing needs, employee retention strategies, succession planning considerations, workforce challenges, and professional development opportunities to support operational and organizational objectives.
• Reviews organizational practices, procedures, and personnel actions to identify potential compliance concerns and recommends corrective measures necessary to support adherence to applicable federal, state, and local employment laws, regulations, and organizational policies.
• Maintains current knowledge of employment laws, human resources best practices, and regulatory changes and advises leadership regarding potential impacts, risks, and recommended actions.
• Administers employee benefits programs, including enrollment, qualifying life events, employee changes, benefit education, employee communications, and coordination with benefit vendors, consultants, and service providers.
• Oversees the administration and maintenance of employee personnel records, human resources information systems, employment documentation, compensation records, status changes, and other human resources data while ensuring      accuracy, confidentiality, and compliance with record retention requirements.
• Supports payroll and timekeeping processes through review of personnel actions, wage changes, employee records, timekeeping data, and payroll-related documentation to ensure accuracy and timely processing.
• Coordinates employee leave administration, accommodation processes, workers' compensation matters, and related documentation in accordance with organizational policies and applicable legal requirements.
• Reviews, maintains, and monitors employee training requirements, certifications, licenses, credentialing requirements, and other employment-related qualifications to support organizational compliance and operational readiness.
• Assists in the development, implementation, and evaluation of employee training, leadership development, employee engagement, workforce development, and organizational effectiveness initiatives.
• Participates in the development, review, implementation, communication, and continuous improvement of human resources policies, procedures, forms, job descriptions, employee communications, and workforce initiatives.
• Supports compensation administration activities, including compensation analysis, market research, internal equity reviews, position evaluations, wage recommendations, and implementation of approved personnel actions.
• Prepares, analyzes, and maintains human resources reports, workforce metrics, turnover trends, compensation data, and other organizational data to support operational decision-making, compliance activities, audits, workforce planning, and leadership review.
• Coordinates employee separation activities, including exit procedures, documentation, benefit notifications, final payroll coordination, exit interviews, knowledge transfer activities, and HRIS updates.
• Maintains strict confidentiality and exercises sound professional judgment when handling sensitive employee information, organizational records, investigations, personnel actions, and other confidential matters.
• Establishes and maintains effective working relationships with employees at all levels of the organization while promoting professionalism, accountability, consistency, collaboration, and respect in the workplace.
• Performs other duties as assigned.

Compensation details: 37.5-40.38 Hourly Wage

PI7115eab53f8b-37641-41465848

Job Requirements

 Required Knowledge, Skills, and Abilities:

• Thorough knowledge of human resources principles, practices, employment laws, regulations, and industry standards, including the ability to interpret  and apply them in a practical and consistent manner.
• Strong knowledge of employee relations practices, workplace investigations, performance management, corrective action processes, and conflict resolution techniques.
• Ability to analyze complex employment situations, identify organizational and compliance risks, develop appropriate solutions, and provide sound recommendations to leadership.
• Ability to exercise independent judgment, professional discretion, and ethical decision-making when addressing sensitive personnel matters and confidential information.
• Ability to effectively advise, influence, and communicate with employees, supervisors, directors, and executive leadership regarding employment-related matters, organizational policies, and workplace best practices.
• Excellent verbal, written, interpersonal, facilitation, and conflict resolution skills, with the ability to communicate difficult or sensitive information professionally and effectively.
• Ability to establish and maintain effective working relationships with employees at all levels of the organization while promoting accountability, consistency, and mutual respect.
• Ability to interpret, develop, implement, and communicate policies, procedures, and employment practices in a manner that supports organizational objectives and regulatory compliance.
• Strong organizational, analytical, critical thinking, and problem-solving skills, including the ability to manage multiple priorities, meet deadlines, and adapt to changing organizational needs.
• Proficiency in Microsoft Office Suite and human resources technology systems, including HRIS, applicant tracking, payroll, timekeeping, and reporting systems; experience with Paylocity preferred.
• Ability to prepare and maintain accurate records, reports, correspondence, personnel documentation, and employment-related data while maintaining strict confidentiality.
• Knowledge of and sensitivity to Native American cultures, traditions, and communities, with the ability to work effectively with individuals from diverse backgrounds and experiences.

Required Experience and Training:

• Bachelor's degree in Human Resources Management, Business Administration, Organizational Management, Public Administration, or a closely related field and a minimum of five (5) years of progressively responsible professional human resources experience; OR
• Associate degree in Human Resources Management, Business Administration, Organizational Management, or a closely related field and a minimum of seven (7) years of progressively responsible professional human resources experience; OR
• An equivalent combination of education, training, and progressively responsible human resources experience that demonstrates the knowledge, skills, and abilities necessary to successfully perform the essential functions of the position.

Preferred Qualifications:

• Professional Human Resources certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR.
• Experience providing guidance and consultation to organizational leadership regarding employee relations, compliance, policy administration, and personnel matters.
• Experience conducting workplace investigations, addressing employee relations concerns, and administering corrective action processes.
• Experience developing, implementing, and improving human resources policies, procedures, and organizational practices.
• Experience administering HRIS, payroll, benefits, applicant tracking, and other human resources systems; Paylocity      experience preferred.
• Experience working in a nonprofit, healthcare, tribal, government, or highly regulated environment.
• Experience supporting organizational compliance with federal and state employment laws and regulations.

Additional Requirements:

• Must possess and maintain a valid Arizona Driver License.
• Must meet and maintain the requirements of the organization's automobile insurance carrier. 
• Must obtain Health Insurance Portability and Accountability Act (HIPAA) certification within two (2) weeks of employment. 
• Must obtain and maintain certifications in Cardiopulmonary Resuscitation (CPR), Automated External Defibrillator (AED), and First Aid within three (3) months of employment. 
• Must successfully obtain and maintain an Arizona Department of Public Safety Fingerprint Clearance Card as required by the position. 
• Must successfully pass a pre-employment drug screening and submit to periodic or random drug testing in accordance with organizational policies and procedures.

Working Conditions: 

• Work is performed primarily in a professional office environment with low to moderate noise levels.
• Requires prolonged periods of sitting, standing, walking, and operating computers, telephones, and other standard office equipment.
• Requires frequent interaction and communication with employees, applicants, supervisors, directors, executive leadership, vendors, consultants, and members of the public.
• Requires the ability to conduct meetings, facilitate discussions, provide training, and address sensitive or confidential personnel matters in a professional and effective manner.
• May be required to attend meetings, training sessions, recruitment events, community activities, or other work-related functions both on-site and at off-site locations. 
• Occasional local travel may be required to conduct organizational business.

Supervisory Status:

• Non-Supervisory Position
• Reports directly to the Operations Director 
• Provides human resources guidance and consultation to employees, supervisors, directors, and executive leadership, but does not exercise direct supervisory authority over personnel.