People Business Parter

Springboard Collaborative invites talented and passionate candidates to apply for the position of People Business Partner. The People Business Partner will be responsible for coaching and advising people managers with employee relations, supporting talent management, collaborating with other HR functions to execute cyclical programs, stewarding policy education, and leading staff enablement around employment and culture expectations. A successful candidate will value diversity, equity, and inclusion when developing frameworks to support teams, coach employees through growth, and build constructive working relationships and trust with internal stakeholders.

Springboard Collaborative closes the literacy gap by closing the gap between home and school. We coach educators and family members to help kids learn to read by 4th grade. Springboard envisions a world where all children have the requisite literacy skills to access life opportunities. The People Business Partner supports this goal by delivering a high-touch and high-quality caliber of employee service – while prioritizing continuous organizational improvement. 

The People Business Partner will report to the Vice President, People Operations and Business Strategy, and work on the Business Strategy team. This is a great opportunity to support an entrepreneurial team to maximize the impact of a rapidly growing organization.

You can read more about the requirements, competencies, goals, and responsibilities below. We’d love to have you join us!

We are an equal opportunity employer. Diversity is more than a commitment at Springboard Collaborative—it’s at the core of what we do and how we do it. No one can solve a problem better than those who experience it firsthand. That’s why Springboard aspires to hire a diverse team representative of the marginalized communities we serve.

We also know that having a diverse workforce makes for a better workplace. Springboard’s hiring process seeks individuals who value diversity of race, gender, sexual orientation, religion, ethnicity, national origin, etc.

Finally, if you’re passionate about an open role, we encourage you to apply— even if you don’t meet 100% of the qualifications listed in the job description!

• You will build a coaching framework and development plan for the people managers of your assigned teams.
• You will develop and implement feedback, continuous improvement, and assessment processes for your assigned teams. 
• You will work with the HR team to establish staff engagement strategies for your assigned teams.
• You will execute cyclical HR processes with 90% on-time completion.
• You will craft a succession planning and talent management strategy in partnership with the leader of your assigned teams.

You lead the development of people managers on your assigned teams. 

• Proactively assess, make recommendations, and implement appropriate solutions for people managers.

• Create and facilitate people manager training and upskilling through monthly meetings, 1:1’s, and cohort building.

Collaborate with department leader and VP, POST on organizational design, change management, people strategy, and employee engagement.

• Deliver strong staff engagement and team-building programs to create an enriching staff experience.
• Serve as an initial point of contact and intermediary for managers and staff members for all HR-related matters.
• Provide guidance, counseling, and training to managers and staff members on staff relations issues.
• Understand and develop the entire talent system and each stage of the staff life-cycle to craft integrated solutions that are thoughtful and reinforced by upstream and downstream talent programs.
• Proactively assess team and manager development needs, make recommendations, and implement appropriate solutions.

You support policy development and management staff education regarding employment expectations and orientation to organizational policy. 

• Support enablement and education with all org-wide policies. 
• Provide assistance and guidance to assigned teams on a broad range of human resources policies/activities, such as management and interpretation of policies and procedures.
• Create tools, documents, and other resources to help staff members and managers understand policies/practices.
• Analyze activity and ensure the actions of assigned teams are legally compliant and in accordance with Springboard values.

• Actively identify gaps, propose changes, and escalate issues as needed to mitigate risks.

You assess and improve organizational culture and employee engagement through education and programming.

• Deliver strong staff engagement and team-building programs to create an enriching staff experience.
• Evaluate the broader business environment on an ongoing basis for trends and issues that may affect people and culture in the organization.
• Develop and facilitate change management initiatives to help maintain a healthy culture that promotes high-performing, motivated, and impactful staff.

You collaborate with other parts of the People Operations team to execute cyclical programs, including performance management, feedback cycles, engagement surveys, and developmental programs.

• Manage the semi-annual performance review process for assigned teams.
• Facilitate periodic manager-direct report feedback cycles via CultureAmp.
• Utilize data from feedback cycles to assess staff risk and offer recommendations based on best practices. 
• Deploy quarterly engagement and team surveys and analysis of results for assigned teams.

You manage and resolve complex employee relations issues. 

• Conduct effective, thorough, and objective investigations.
• Maintain in-depth knowledge of regulatory requirements related to the day-to-day management of staff.
• Keep an eye on risk mitigation while prioritizing staff-centered equity best practices. 

Here are the competencies and requirements we expect the right candidate to have: 

• Valuing diversity, equity, and inclusion: You focus on equity and inclusion when developing frameworks, supporting the staff experience,  and improving and operationalizing racial equity strategy.
• Coaching and Mentoring: You enable co-workers to grow and succeed through feedback, instruction, and encouragement.
• Relationship Building: You build constructive working relationships characterized by a high level of acceptance, cooperation, and mutual respect. You can establish trust and credibility with staff across the organization.
• Strategic Thinking: You understand workforce trends and how they influence the organization’s direction. You leverage a global perspective to forecast needs for assigned teams, managers, and the organization. You translate the organization’s vision into practical strategies to coach and develop employees. 
• Discernment and Judgement:  You prioritize critical objectives in a technical, fast-moving environment while managing daily tactical requirements relevant to attracting, motivating, and retaining employees. You can independently and confidentially reach sound decisions.
• You have 3+ years of direct experience in client-facing human resources roles with a combination of experience in each of the following areas: talent development, performance management, employee engagement, organizational design, employee relations, leadership coaching, and change management. 
• You have SHRM-CP/SCP or PHR/SPRH or equivalent certification. 
• You have experience managing relationships and workflows at all levels of an organization.
• You are a data-driven decision-maker and pragmatic problem solver who can find the root causes of issues and gain leadership support to address them.
• You have a proven ability to manage priorities among multiple stakeholders and reprioritize as appropriate.
• You can collaborate effectively across a broad set of stakeholders and make decisions without having complete consensus.

It would also be nice if you had:

• You have experience with  Asana, CultureAmp, ADP TotalSource
• You have experience with the educational services/nonprofit/social impact sectors

While this description is meant to provide an overview of the responsibilities of the People Business Partner, we are seeking candidates who demonstrate flexibility and can adapt to evolving needs in an entrepreneurial environment.

Benefits

Compensation

Our compensation values: At Springboard, compensation equity is integral to the way we operate and our commitment to competitiveness, pay equity, performance-based rewards, transparent & equitable career growth, and progressive benefits.

Compensation for this role: Each role at Springboard is placed in a compensation band with 5 levels. Generally, we expect all candidates who meet the hiring criteria to be offered the midpoint of the band. This role sits within Band 5. The midpoint of this band is $119,797.65. The actual level of the successful candidate (and corresponding salary) will be based on compensable factors such as job-relevant education, job-relevant experience, training, licensure, demonstrated competencies, and other factors. You may also be eligible for Springboard’s collective bonus program.

Our process to determine compensation: Springboard does not negotiate the offered salary during the offer conversation. Throughout the interview process, we will evaluate your alignment with the compensable factors listed in the job description. From there, we will determine your starting salary on a level within the job band.

Benefits

At Springboard, we feel it is important to take care of our employees, which is why we offer a competitive benefits package. These benefits include the following:

• The usual stuff – Medical insurance with a cash stipend for those who waive Springboard coverage. Options include PPO, High Deductible/HSA, and EPO. Health Savings Accounts are available for our high-deductible plan.
• We’ll take care of it – We fully cover your vision & dental insurance premiums, plus your short & long-term disability coverage.
• Securing your future – We match up to 6% of your salary in 403(b) retirement contributions after your first twelve months at Springboard.
• Paid Time Off (PTO) is important – Four weeks annually, prorated from the date of your hire. At Springboard, time off isn’t earned. Everyone gets access to their time at the start of the calendar year.
• Holidays! – All eleven federal holidays, including Juneteenth, Indigenous Peoples’ Day, and Martin Luther King Jr. Day, plus two extra floating holidays! If a holiday occurs over the weekend, we take off during the week. Election Day. YOUR. BIRTHDAY.
• Paid Leave – Parental Leave (12 weeks after the first 6 months of employment). Marriage Leave (five days).
• Under the weather? – We don’t cap the number of sick days available to employees.
• Technology support – All employees receive a Springboard laptop.
• Your wellness is a priority – Our Employee Assistance Program (EAP) provides support for stress/anxiety, finance, law, family, substance abuse, grief, and more.
• Transparency is key – We ensure regular opportunities to discuss individual and organizational development and our commitment to equity. Consistent, structured, and real-time feedback are foundational to Springboard’s culture.

Applications are welcome from any location within the United States. This role can be performed remotely, with quarterly travel to participate in team and org-wide retreats. Springboard Collaborative’s headquarters is in Philadelphia, PA.

Since our founding in 2012, we have grown Springboard’s reach from 40 to nearly 20,000 students across 51 cities. Amidst rapid growth, Springboard consistently delivers best-in-class results. In schools that often struggle to get 20% of parents to show up for report card conferences, Springboard’s weekly family workshops average 88% attendance. Students average a 3-4-month reading gain during each program cycle, closing the gap to grade-level performance by about half in just five or ten weeks. Springboard’s work has been featured by Forbes, NPR, and the New York Times (twice). Nationally, Springboard Collaborative is the only organization to have cracked the code on equipping marginalized families to teach reading at home. You can learn more by watching our CEO on the main stage of ASU GSV.

Our org chart & mission

Click here to view Springboard’s structure at a glance, and here to browse our incredible staff. You can read more about how we engage teachers and families to accelerate student learning in this op-ed.