Human Resources Business Partner

About The OrganizationReFED is a U.S.-based nonprofit working to catalyze the food system to take evidence-based action to stop wasting food. We do this by cultivating and convening the food community, delivering actionable evidence and insights, and seeding and accelerating food waste solutions. Starting with the 2016 Roadmap to Reduce U.S. Food Waste, ReFED has produced first-of-their-kind tools and resources, providing a full-supply-chain picture of U.S. food waste, cost-effective solutions to reduce it, and methods to track progress. In 2021, ReFED launched the Insights Engine, an online data center serving as the next generation of data, insights, and guidance on U.S. food waste reduction. Reducing food waste will have a significant impact on mitigating climate change, optimizing the use of water, land, and other resources, and providing meals for the over 47 million people in the United States who currently face food insecurity. We are continuing to grow our team to further build our capacity to achieve our vision of a sustainable, resilient, and inclusive food system that makes the best use of the food we grow.
We are a team of doers, and we get a lot accomplished. We create outsized impact, and everyone on the team contributes to accomplishing our shared goals. Learning and professional development are heavily embedded in ReFED’s culture. We promote cross-functional work to embrace diverse perspectives, experiences, and skills to ensure we are an inclusive and authentic workplace, so if you are excited about this role but your experience does not align perfectly with every qualification in the job description, we encourage you to apply anyway. You may be just the right candidate for this or other roles.   
Learn more at www.refed.org. 

The Human Resources Business Partner (HRBP) will play a key role in shaping and realizing an inclusive, people-centered culture at ReFED. Reporting directly to the Director of People & Culture, the HRBP will serve as a trusted partner to managers and staff, providing strategic and operational support across performance management, employee relations, engagement, and organizational development.
This role offers the opportunity to directly influence equity-driven HR practices and help build systems that support a high-performing, connected, and mission-aligned remote team.
Applications must be received by April 28, 2025 to be fully considered.

Key Responsibilities & Duties

• Strategic People Partnership
• Partner with the Director of People & Culture to implement HR strategies that align with organizational priorities and center equity and inclusion.
• Serve as a thought partner to managers on workforce planning, role development, team structure, and employee lifecycle processes.
• Support ReFED’s growth and change management initiatives by fostering transparency, communication, and alignment across teams.
• Employee Relations & Policy Guidance
• Provide day-to-day support on employee relations issues with empathy, confidentiality, and sound judgment.
• Partner with the Director of People & Culture to coach managers on performance conversations and feedback in order to improve overall ReFED performance.
• Ensure fair and consistent application of policies, collaborating with the Director to review and revise regularly.
• Talent Acquisition & Recruitment Operations
• Partner with hiring managers to support equitable and inclusive recruitment practices, including developing job descriptions, screening tools, and interview processes.
• Coordinate end-to-end recruitment logistics, such as posting jobs, managing candidate communications, scheduling interviews, and supporting the candidate experience.
• Maintain applicant tracking systems and contribute to continuous improvement of recruitment workflows and documentation to ensure efficiency and consistency.
• Performance Management & Development
• Support the execution and continuous improvement of ReFED’s performance management and professional development programs.
• Collaborate with managers to build clear, equitable professional development pathways.
• Assist in building organizational learning strategies that foster growth and inclusion.
• Employee Engagement & Experience
• Lead and support strategic employee engagement initiatives that strengthen team connection, culture, and well-being.
• Co-develop an annual plan for wellness and culture-building programs in partnership with the Director.
• Provide leadership to and execute all employee recognition programs.
• Help facilitate employee surveys and listening strategies, and support follow-through on feedback.
• Justice, Equity, Diversity & Inclusion (JE