Senior Human Resources Business Partner (HRBP) - Workplace Relations

Company Description

Oxfam is a global organization that fights inequality to end poverty and injustice. We offer lifesaving support in times of crisis and advocate for economic justice, gender equality, and climate action. We demand equal rights and equal treatment so that everyone can thrive, not just survive.

Oxfam America employees are able to work remotely, but to be considered applicants must reside in one of the following states that are within a 200-mile radius of our offices which are located in Boston and Washington DC: ME, NH, VT, MA, RI, CT, NY, NJ, PA, DE, WV, VA, MD, NC or DC.

Job Description

The Senior Human Resources Business Partner (Sr. HRBP) plays a pivotal role in advancing OUS people and culture strategies by serving as a strategic advisor and collaborative partner to one of the organization’s core business units. This role integrates organizational goals with human capital strategies to drive results through proactive planning, data-informed decision-making, and deep expertise in labor relations, compliance, and employee engagement.

Operating at both strategic and tactical levels, the Sr. HRBP delivers comprehensive support across all facets of employee experience. The Sr. HRBP also serves as a key liaison between organizational leaders, union representatives, and the workforce to ensure consistency, accountability, and transparency in applying HR policies, labor agreements, and equity-centered practices.

In this role, the Sr. HRBP is both a steward of organizational culture and a champion of inclusive leadership. They model OUS feminist, anti-racist, and justice-centered values while fostering a respectful, safe, and high-performing workplace where all employees can thrive. Through coaching, consultation, and policy application, the Sr. HRBP equips leaders and staff with the tools and support they need to build resilient teams and navigate complex personnel dynamics with integrity and care.

Primary Responsibilities

Workplace Relations (30%)

• Act as the primary HR point of contact for union-related matters.
• Serve as a management official on the collective bargaining negotiating team, contributing to strategy development and representing organizational interests.
• Develop and deliver training for managers and staff on contract interpretation, grievance procedures, and labor relations best practices.
• Advise and coach managers on navigating labor agreements and responding to workplace concerns.
• Lead the organization’s response to contract grievances, prepare written responses and facilitating resolution with union partners.
• Collaborate with legal counsel to ensure consistent application of collective bargaining agreements and promote constructive union-management collaboration.
• Serve as the PCHR representative for the organization’s global complaint and misconduct reporting system (CLUE) system and represents the organization in confederation meetings regarding complaint activity.

Compliance and Risk Mitigation (30%)

• Ensure HR policies and practices are applied consistently and in compliance with applicable laws and internal standards.
• Serves as the team’s risk coordinator by monitoring internal and external environment for risks and proactively develops mitigating strategies.
• Collaborate with the Director of HR Operations and Chief People Officer on sensitive personnel issues and organizational risk.
• Serve as the lead investigator for workplace investigations, including harassment, discrimination, and misconduct allegations.
• Support safeguarding investigations in alignment with donor requirements and organizational protocols.
• Serves as the departmental representative on the Cybersecurity Risk Committee to identify, address and mitigate risks.
• Develop and deliver training to managers and staff on compliance requirements, employment law updates, and workplace expectations.

Strategic Talent & Culture Partnership (20%)

• Partner with business unit leadership to translate organizational goals into integrated people strategies and HR initiatives.
• Serve as a trusted advisor on performance management, workforce planning, succession, and employee engagement.
• Coach and guide managers on team development, organizational effectiveness, disciplinary actions, and change management.
• Collaborate with the Talent Acquisition team to support equitable and effective hiring, onboarding, and internal mobility.
• Develop and implement strategies that promote talent retention, professional growth, and high-performing teams.
• Help advance diversity, equity, inclusion, and belonging (DEIB) across talent practices, policies, and culture initiatives.
• Supervises assigned functions and supports t