Senior Manager, HR Business Partner

ABOUT PER SCHOLAS:

For 30 years, Per Scholas has been on a mission to drive mobility and opportunity in the ever-advancing technology landscape by unlocking the untapped potential of individuals, uplifting communities, and meeting the needs of employers through rigorous tech training. By teaming up with dynamic employer partners, ranging from Fortune 500 companies to innovative startups, we're forging inclusive tech talent pipelines, fulfilling an ever-increasing need for skilled talent. With national remote training and campuses in 20+ cities and counting, Per Scholas offers no-cost training programs in the most sought-after tech skills, spanning Cloud, Cybersecurity, Data Engineering, IT Support, Software Engineering, and more. To date, 30,000+ individuals have been trained through Per Scholas, propelling their professional trajectories into high-growth tech careers with salaries three times higher than their pre-training earnings. Learn more by visiting PerScholas.org and follow us on LinkedIn, X, Facebook, Instagram, and YouTube.

 

POSITION TITLE: Senior Manager, HR Business Partner
REPORTS TO: Senior Director, People
LOCATION: Newark, NJ

Note: This is a mostly remote position (Preferred locations include: New York, NY , Newark, NJ or  Atlanta, GA)

POSITION SUMMARY:

The Senior Manager, HR Business Partner (HRBP) is a strategic and hands-on leader who plays a critical role in advancing our people strategy. With deep expertise in both corporate and nonprofit environments, this role partners with leaders across the organization to drive leadership accountability, embed a culture of continuous feedback and development, and ensure regulatory compliance. As a trusted advisor, the Senior HRBP leads initiatives in performance management, employee relations, and risk mitigation—leveraging high emotional intelligence, sound judgment, and the ability to influence leaders still developing their management capabilities.

WHAT YOU'LL DO:

Strategic HR Leadership:

• Align HR strategies with business objectives and support organizational growth.
• Foster accountability and continuous improvement by advising on best HR practices.
• Support leaders and employees through organizational transitions.
• Promote an inclusive workplace culture aligned with company values.
• Track and analyze employee relations trends for proactive interventions.
• Coach managers on navigating sensitive employee concerns.
• Influence and coach leaders—particularly those new to people management—on building high-performing, engaged teams through regular feedback, coaching, and transparent performance conversations.

HR Compliance & Risk Mitigation:

• Conduct audits to ensure compliance with employment laws, workforce regulations, and policies.
• Monitor and mitigate employment-related risks, including wage compliance, discrimination laws, and workplace safety regulations (OSHA, EEOC, etc.).
• Ensure HR policies align with federal, state, and local labor laws across multiple jurisdictions.
• Partner with legal and compliance teams to assess HR risks and implement mitigation strategies.

Performance Management & Leadership Development:

• Guide managers in creating and monitoring Performance Improvement Plans (PIPs).
• Coach leaders on performance feedback, documentation, and resolution of issues.
• Create and facilitate leadership development training, including compliance training on employment laws, ethics, and workplace best practices.

Regulatory Compliance & Training:

• Maintain current knowledge of employment laws, ensuring HR policies align with legal requirements.
• Provide internal compliance training to managers and employees.
• Ensure policies and procedures remain updated with evolving labor laws.
• Manage complex employee relations cases, partnering with legal counsel as needed.

Operational Excellence & Culture:

• Act as a key escalation point for HR-related issues, ensuring compliance-driven resolutions.
• Analyze HR metrics to drive data-informed recommendations for engagement and retention.
• Partner with L&D to conduct engagement surveys and develop action plans.
• Advocate for employees, ensuring concerns are addressed fairly and promptly.

WHAT YOU'LL BRING:

Experien