The KTX HR Business Partner (HRBP) plays a key role in staffing, retaining, and creating a thriving work environment that leads to strong talent health, which achieves high-quality educational experience for all students. This position is a strategic advisor and talent partner to school leaders and central talent/HR administrators to ensure that org-wide Talent strategies and initiatives are adopted, adapted to the regional or school needs, and implemented across schools within an assigned portfolio. This position formulates partnerships across the Talent/HR division to deliver value-added service while improving the talent acumen of leaders and staff that reflects KTX's mission, vision, and values.The HRBP is responsible for setting & adjusting talent strategy within their region (portfolio of schools) and managing the matriculation of talent management processes for all campus roles within the assigned portfolio to ensure that KTX has the talent required to meet student achievement goals while maintaining compliance with district policies and employment laws. The HRBP also collaborates with central Talent/HR administrators to articulate, define, and communicate a regional point of view regarding employee retention, engagement, and overall talent health. This role requires a proactive, strategic, and trustworthy Talent professional who can balance KTX objectives with employee needs, drive key Talent & HR initiatives, adapt & implement Talent/HR Strategies, and ensure a compliant, engaged, and high-performing workforce. Does that sound like you?Key ResponsibilitiesTalent Acquisition & Workforce PlanningLeverage data-driven insights from Talent Health reporting to inform hiring decisions and improve workforce planning.Collaborate with hiring managers to develop and adapt effective staffing strategies for the region and schools within the portfolioPartners with hiring managers to complete annual staffing workbooks to determine employment actions based on school allocations while maintaining accurate staffing rosters at all timesProvides coaching, guidance, and input on staffing restructures, workforce planning, and succession planning, facilitating key conversations, moves in alignment with regional leadership, and in accordance with employment policiesCoordinates and executes Talent Reviews on a recurring basis, ensuring we have the right people in seats and staff are placed in corresponding development plansKey Liaison to the recruitment team, ensuring timely and quality hires are made with a specific focus on hard-to-hire and/or critical rolesCascade-up trends and escalates staffing support needs for critical scenarios and situations to the central recruitment team administratorsEmployee Retention & EngagementLeverage data-driven insights from Talent Health reporting (Retention, Two-Step & TNTP data results) to inform work environment culture action planning that improves staff retention and engagement.Partner with managers to adapt and implement retention strategies or initiatives to reduce turnover and enhance employee satisfaction at their school, including coordination of staff town halls or 1:1 meetings to dive deeper into the latest engagement survey results and trends (as needed)Champion our core values amongst the team, ensuring a supportive work environment where all team members can thrive.Develop and support programs that improve employee engagement and workplace culture at assigned region and/or schools within the portfolioConduct stay interviews and exit interviews for critical roles while analyzing feedback collected to drive continuous improvementsWorks closely with the Head of Schools and School Leaders to improve work relationships, build morale, and increase productivity and retention for the region or portfolio assignedProvides coaching, guidance, and input during leadership moves within a school to ensure change management practices are applied and drive minimal impact on staff turnoverKey Liaison to talent strategy central team, ensuring timely response on engagement survey results  with a specific focus on hard-to-hire and/or critical schoolsCascade-up trends and escalates retention support needs for critical scenarios and situations to the central talent strategy teamPerformance Management & Employee RelationsSupports managers in coaching employees, setting performance goals, career development, and addressing performance issues based on our Teacher and Leader Evaluation systemsProgress monitors the school’s required actions to meet minimum requirements from our Teacher and Leader Evaluation systems at their beginning, mid-year, and end-of-year conversationsConducts thorough and objective Level I investigations and guides disciplinary actions and conflict resolutionPartners with the Director of Employee Relations & Investigation and/or legal counsel as needed/requiredParticipates and/or facilitates training sessions on HR policies, leadership development, and employee relations for the region (schools assigned) while evaluating and monitoring that objectives are met and follow-ups are completedProvides coaching, guidance, and input on low-performing employment situations or workplace safety concerns to ensure fair and equitable practices are applied with minimum risk to the organizationMaintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory complianceKey Liaison to the  talent strategy central team, ensuring completion and timely response on performance management deadlines with a specific focus on critical schoolsKey Liaison to the talent operations central team, ensuring schools comply with federal, state, and local labor laws and company policies by providing guidance and interpretationCascade-up trends and escalates employment - Level II+  support needs for critical scenarios and situations to the central talent operations team, including any policy/guidelines requiredCascade-up trends on training and coaching needs for staff/leaders based on performance and evaluation results in the group (Talent Development Team) Serve as a member of the Talent Division Team and Family (10%) Champion KIPP Texas’ mission and core values, modeling our values in your work, decisions, and relationships.Model the Talent Division’s culture to foster high-performance, inclusion, and belonging. Support key team culture initiatives.Build a network of engaged stakeholders across the organization. Leverage a diverse set of perspectives to implement and strengthen our talent practices.Serve as an expert in sourcing and recruitment practices. Foster a culture of collaboration through active participation in manager, team, division, and organizational meetings.Demonstrate a growth mindset through co-creating a personalized learning plan and participating in development experiences to improve your practice in cultural competence leadership.Supervisory Responsibilities:This position supervises an HR Specialist whose responsibilities include a strong A+ service delivery and execution of daily HR needs, including all employment processing and questions from staff within the region(s) assignedPerforms any other duties as assigned. The responsibilities and tasks outlined in this document are not exhaustive and may change as determined by the network's needs.