Human Resources Business Partner; HRBP

Job Duties and Responsibilities Staff Relations and Investigations

Serves as a primary point of contact for staff and leadersregardingworkplace concerns, conflicts, and/or grievances. Conductstimely, thorough, and well-documented investigationsin accordance withorganization policies and applicable laws.

Providesguidance to managers on staff relations matters, performance management,corrective action,conflict resolution, and policyinterpretationwithan emphasis on fairness, consistency, and risk mitigation.

Maintains organized, confidential documentation of investigations, findings, and follow-up actions.

Identifiespatterns and root causes of recurring staff relations issues andpartnerwith leaders to implement preventative strategies and action plans.

Consults with

HRBon termination decisions and other high-risk actions to ensure legal compliance and alignment with organizational values.

Coaches’managers on day-to-daypeopleleadership, including feedback, documentation, performance conversations, recognition, and accountability.

Collaborates with HR and Training/Safety teams to design and deliver practical training for leaders on topics such as performance management, documentation, conflict resolution, and respectful workplace expectations.

Partners with leaders to develop preventative plans (e.g., early intervention plans, follow-up plans after investigations, team reset plans) that reduce the likelihood and severity of future ER issues.

Supports change management by preparing leaders to communicate and implement organizational changes in ways thatmaintaintrust, engagement, and clarity for staff.

Supports staff engagement efforts by coordinating surveys, focus groups, and ongoing feedback mechanisms.

Analyzesengagement, exit interview, and turnover data toidentifytrends; partner with leaders to create practical, time-bound action plans.

Partners with HR Coordinator and Talent Acquisition to ensure onboarding immerses staff in the zoo’s culture, mission, core values, and strategic initiatives.

Reinforces organizationalcorevaluesthrough HR programs, recognition efforts, andleadercoaching.

Maintains current knowledge of employment laws and regulations (e.g., FMLA, ADA, FLSA, Title VII) andadviseleaders on practical implications.

Oversees FMLA/ADA and other leave management cases, ensuring consistent application, documentation, and communication with staff and leaders.

Ensuresworkers’ compensation documentation and OSHA logs are accurate, timely, and coordinated with Safety and other stakeholders as required.

Supports policy development, implementation, and updates, ensuring policies are clear, practical, and aligned with organizational values.

Prepares and interprets HR metrics and analyticsrelated to investigations, turnover, engagement, and other key indicators; share insights with leaders and recommend actions.

Partners with Talent Acquisition to review hiring, time-to-fill, and retention trends and co-create strategies that improve staff experience and outcomes.

Participates in HR process improvement efforts, helping to streamline workflows, improve responsiveness, and reduce administrative burden for staff and leaders.

Collaborates with HR colleagues (Talent Acquisition, HR Coordinator, Safety, Training, etc.) to deliver seamless HR support to staff and leaders.

Participates as an active representative in the organization’s Safety Committee and other cross-functional initiatives, as assigned.

Facilitates effective internal HR communications, ensuring staff and leaders are informed about HR programs, policies, and changes.

Contributes to saving animals in the wild through reduction of waste, water and energy use and inspiring guests and staff to take wildlife protection actions.

Assumes other responsibilities consistent with the role, as assigned

BA/BS degree in Human Resources, Business, orrelated fieldorequivalentcombination of educationandexperience.

Minimum offour(4)…