Senior Human Resources Business Partner

Category: Full-time
Reports to: Director of Human Resources
Location: Kansas City, MO


1 in 9 people around the world lack access to safe water and 1 in 3 people don’t have access to a toilet. We are working every day to change this. We are We’re here to bring water and sanitation to the world. We want to make it safe, accessible and cost-effective because we believe that water is the way to empowering a bright future that we can all share in, worldwide. We are an international nonprofit organization based in Kansas City, Missouri that has positively transformed millions of lives around the world through access to safe water and sanitation. Founded by Gary White and Matt Damon, we pioneer market-driven financial solutions to the global water crisis. For more than 25 years, we’ve been providing women hope, children health and families a future.


The Sr. Human Resources Business Partner serves as a critical member of the HR team to ensure is and remains a stimulating, rewarding and innovative place to work. The Sr. HR Business Partner will collaborate and integrate service delivery to ensure consistency in philosophies and alignment with business goals. S/he will perform senior professional level HR related duties in a fast-paced environment by working closely with the HR team, organizational leaders, staff, and external resources in support of a rapidly growing, global workforce. This position will deliver HR expertise in a variety of areas with emphasis on performance and talent management, employee engagement and relations, compliance, and leave management.

Key responsibilities

Performance Management (20%)
  • Manages administration and communications for the performance management program.
  • Partners with managers and team members to ensure timely completion of performance management deliverables.
  • Leads annual performance calibration process.
  • Partners with compensation function to align compensation with pay performance systems.
  • Manages bi-annual promotions process.
  • Provides consultative advice and direction regarding promotion process to supervisors.
  • Makes recommendations to ensure continuous improvement to maintain alignment to best practice and in service of strategic goals.
Employee Engagement + Relations (20%)
  • Manages annual employee survey and follow-up activities.
  • Recommends and administers engagement and organizational health programming.
  • Conducts exit interviews, summarizes findings, and discusses trends and concerns with leadership.
  • Investigates, documents, and manages employee relations issues.
  • Provides guidance to leaders, supervisors, and team members regarding laws, regulations, policies, procedures and practices related to employee relations matters.
  • Manages the anonymous reporting vendor and process.
Talent Management (20% )
  • Leads succession planning practices for the organization.
  • Leads talent review process, communications, and subsequent progress tracking.
  • Partners with Learning and Development team to capture learning needs and implement solutions.
  • Makes recommendations to ensure continuous improvement to maintain alignment to best practice and in service of strategic goals.
Strategic Initiatives and Change Management (20%)
  • Partners with Director of HR to support priority strategic business initiatives.
  • Partners with leaders to ensure strong communications and change management of key initiatives.
Compliance (15%)
  • Partners with HR team members and leaders to update, communicate, and operationalize HR policy globally.
  • Ensures practices and policies are current, legal, relevant to the business, and aligned to organizational and local culture.
  • Delivers standard and ad hoc reports to leadership, other organizational functions, and external entities as required.
  • Manages and tracks immigration cases as required.
Leave Administration (5%)
  • Serves as the subject matter expert for all leave types.
  • Interprets and administers leave policies and programs in accordance with applicable employment laws.
  • Acts as the primary point of contact for employees.
  • Coordinates administration of any employee leaves.
Management responsibility
  • Individual contributor with no subordinates.

This description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required. Some duties, responsibilities and activities may change or be assigned at any time with or without notice.

Scope data:

  • Internal interfaces will include managers and team members from across the organization.
  • External interfaces include attorneys and various HR vendors.

Skills and competencies

  • Consultative Skills – Builds constructive relationships; works as proactive advisor; acts with diplomacy and tact and is direct and truthful; responds effectively to the reactions and positions of others.
  • Business Insight – Applying knowledge of business and the marketplace to advance the organization’s goals.
  • Global Perspective – Taking a broad view when approaching issues, using a global lens.
  • Customer Focus – Building strong customer relationships and delivering customer-centric solutions.
  • Nimble Learning – Actively learning through experimentation when talking new problems, using both successes and failures as learning fodder.
  • Drives Results – Consistently achieving results, even under tough circumstances.
  • Collaborates – Building partnerships and working collaboratively with others to meet shared objectives.
  • Self-development – Actively seeking new ways to grow and be challenged using other formal and informal development channels.
  • Optimize Work Processes – Knowing the most effective and efficient processes to get things done, with a focus on continuous improvement.
  • Manages Ambiguity – Manages ambiguity by operating effectively, even when things are not certain or the way forward is not clear.
  • Instills Trust – Gaining the confidence and trust of others through honesty, integrity, and authenticity.
  • Financial Stewardship – Demonstrates fiscally responsible decision making as applicable to one’s role.


  • Bachelor’s degree in Human Resources or related field
  • Minimum of six years of HR generalist and/or specialist experience
  • Broad HR knowledge spanning key HR functions
  • General knowledge of employment laws and practices
  • Specialized knowledge in development and administration of performance and succession management programs, engagement measurement and initiatives, change management, employee relations, and reporting
  • Demonstrated experience leading and implementing strategic level HR and organizational initiatives
  • Strong Microsoft Office Skills required; experience working within Office 365 is a plus
  • Experience with global HR operations strongly preferred
  • PHR, SPHR, SHRM-CP, or SHRM-SCP certification preferred

Travel requirement

  • Minimal travel required. Up to 5%.

Salary and benefits

This position offers full-time benefits, including medical/dental insurance, life and disability insurance, retirement program and periodic review for merit and incentive pay based on organizational and personal achievement. is an equal opportunity employer and is committed to providing an inclusive environment. We do not discriminate on the basis of race, color, religion, gender, gender expression, gender identity, age, national origin, ancestry, disability, marital status, sexual orientation, pregnancy status, military and veteran status, genetic information, and any other status protected by law. We provide qualified applicants and employees reasonable accommodation, when necessary, to enable individuals to complete the application process and/or perform the essential functions of the job.