Human Resources Business Partner

About the Role

The Human Resources Business Partner will be a strategic advisor to management and employees. The successful candidate will oversee activities including employee relations, workforce planning, organizational integration and culture building. The Human Resources Business Partner (HRBP) serves as a strategic advisor and trusted partner to leaders and employees, helping drive business success through thoughtful people strategies, strong employee relations, and operational excellence. This role partners closely with leaders across the organization to support organizational effectiveness, talent development, workforce planning, and culture while ensuring compliance with federal, state, and local employment laws.

The ideal candidate thrives in a fast-paced SaaS environment, demonstrates exceptional judgment, maintains meticulous documentation, embraces emerging technologies, including AI, to improve efficiency, and confidently manages complex employee relations matters across multiple states.

 

Named as one of BuiltIn ‘Best Places to Work’ in Seattle, Denver and Dallas for 2025; ranked number 10 by Seattle Business Magazine in the ‘Washington’s 100 Best Companies to Work For’ list in the large companies category for 2024; named as a 2025 'Best Places to Work for Women' by Best Companies Group.

 

Benefits and Compensation

• 100% employer-paid premiums for Medical, Dental, and Vision for employee
• 75%+ employer-paid premiums for Medical, Dental, and Vision for dependents
• 401K match
• Hybrid work model - 3 days in the Colorado Springs, CO office / 2 days remote each week
• 2 paid Volunteer Time Off days
• 12 paid company holidays
• 15 days PTO to start, increases with tenure 
• Paid parental and adoption leave
• Total compensation: $89,000 - $100,000

 

What You'll Do

• Partner with business leaders, HR leadership, and cross-functional stakeholders to develop and execute people strategies that align with business objectives and drive organizational success.
• Serve as a trusted advisor to leaders at all levels by developing a deep understanding of the business, departmental objectives, and operational priorities. Provide strategic guidance on organizational design, workforce planning, talent management, performance, employee engagement, and organizational effectiveness to align people strategies with business goals.
• Assess business and talent needs and develop practical, scalable HR solutions in areas including performance management, employee relations, compensation, succession planning, career development, and leadership development.
• Coach and influence managers through complex employee situations by providing guidance on performance management, feedback, conflict resolution, documentation, policy interpretation, accommodations, leaves of absence, and difficult conversations.
• Lead and conduct prompt, thorough, and impartial employee relations investigations, documenting findings, assessing risk, and recommending appropriate resolutions in partnership with HR leadership and Legal, as appropriate.
• Prepare clear, objective, and legally sound documentation related to employee performance, investigations, corrective actions, organizational changes, accommodations, and other employment matters.
• Advise leaders on leave of absence and accommodation matters, maintaining expertise in FMLA, ADA, and applicable federal, state, and local leave laws. Partner with the HR & Benefits coordinator to ensure legally compliant, consistent, and employee-centered leave practices across multiple jurisdictions.
• Interpret and apply company policies, employment laws, and HR best practices consistently while maintaining confidentiality and exercising sound judgment.
• Partner with leaders to build high-performing, inclusive teams and foster a culture that reflects the company's values and supports employee engagement, accountability, and continuous improvement.
• Analyze workforce metrics, employee feedback, turnover trends, and organizational data to identify opportunities and recommend proactive people strategies.
• Lead the communication, implementation, and adoption of HR programs, initiatives, and organizational changes, ensuring a positive employee experience and successful change management.
• Leverage HR technology, AI-powered tools, automation, and data analytics to improve operational efficiency, enhance decision-making, and streamline HR processes while maintaining appropriate oversight, confidentiality, and data integrity.
• Collaborate with Recruiting, Payroll, Legal, and other business partners to deliver integrated HR solutions and ensure a consistent employee experience.
• Contribute to cross-functional HR initiatives, process improvements, acquisitions, organizational integrations, and special projects that support business growth and operational excellence.
• Perform other duties and responsibilities as assigned.

 

What You'll Bring

• 6–8 years of progressive Human Resources experience.
• Bachelor’s degree in Human Resources, Business Administration, or related field strongly preferred; equivalent practical experience with a minimum of a high school diploma or GED accepted.
• Knowledge of federal employment laws and experience supporting employees across multiple U.S. states with varying employment regulations.
• Demonstrated ability to manage sensitive employee relations matters with sound judgment, professionalism, and discretion.
• Exceptional documentation skills with experience producing objective, thorough, and legally defensible employment documentation.
• Experience conducting workplace investigations from intake through resolution.
• Strong analytical and critical thinking skills with the ability to assess business risk and recommend practical solutions.
• High attention to detail with excellent organizational and project management skills.
• Experience using HRIS platforms and leveraging AI-powered tools to improve productivity, documentation quality, and operational efficiency while maintaining confidentiality and appropriate human oversight.
• Comfortable learning and adopting emerging HR technologies and automation tools.
• Ability to interpret employment laws and company policies and communicate complex topics clearly to leaders.
• Ability to influence without authority and build credibility at all organizational levels.
• Strong business acumen and understanding of SaaS business operations and organizational growth.
• Experience supporting technology, software, SaaS, or other high-growth organizations preferred.
• Demonstrated experience supporting employees across multiple U.S. states with varying employment laws.
• Experience leading complex employee relations matters, investigations, performance management, and organizational change initiatives.
• Experience using HRIS platforms and AI-enabled productivity tools to improve HR operations.
• Experience supporting mergers, acquisitions, or organizational integrations preferred.
• SHRM / HCI certification, preferred.
• Change Management certification preferred.

 

Pushpay is committed to equal opportunity. We value and embrace diversity and inclusion of all Team Members.

If you have a disability under the Americans with Disabilities Act or similar law, or you require religious accommodation, and you wish to discuss potential accommodations related to applying for employment at Pushpay, please contact peopleteam@pushpay.com.

About Pushpay

Pushpay helps organizations and communities come to gather & stay connected, strengthening community, connection, and belonging through our suite of mobile apps, management software, and giving technology. Our 550 Pushpay teammates support 10,000+ customers as they drive social good, and we’re honored to have processed over $15 billion in charitable giving. We’re growing fast, including some exciting acquisitions in recent years, and we need driven talent. Join Pushpay and grow with us!

***Applications will be taken on an ongoing basis.

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