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Open nowPosted 2 days ago

Human Resources Business Partner

Grand Canyon Education, Inc.119 open roles

Where
AZ Phoenix
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Your applicationOpen nowHuman Resources Business PartnerGrand Canyon Education, Inc. · AZ Phoenix

  1. YouYes, apply to this one.

  2. CV RocketCV written for this posting.

  3. 25 readersRecruiter, hiring manager, skeptic. Round after round.

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The clock on this job

Early applications get read.

8.3% of postings close within 7 days. Measured by our own scanner across the market. Grand Canyon Education, Inc. postings stay open a median of 29 days.

Share of postings closed within
  1. 1.9%1 day
  2. 4.0%3 days
  3. 8.3%7 days
  4. 15.3%14 days
  5. 34.2%30 days
This job: posted 2 days ago

Grand Canyon Education, Inc. median: 29 days open

The posting

Come Grow With Us!

Grand Canyon Education (GCE) is a rapidly growing educational service company that has long been an industry leader in providing educational, operational, and technological support services to the post-secondary education sector. Formerly part of Grand Canyon University (GCU), GCE still works closely with GCU to benefit thousands of students, families, and the local inner-city community. We put people first, drive innovation, and do good in the community that we live and work in.

GCE’s Human Resources (HR) department is seeking an experienced HR Business Partner (HRBP) to help drive people and business initiatives across the organization. This is an impactful and hands-on role for an HR professional who has both the aptitude and expertise to advise and influence strategically while owning complex functions of HR. You will be on the front line working closely with business leaders and employees to provide strategic input and advice on a wide range of topics, including performance management, employee relations, risk assessment, talent planning, compensation, organizational development, conflict resolution, and more. If you’re excited about thinking big, using data to drive decisions, being comfortable with challenging conventions, and recommending new solutions, this is the job for you.

What You Will Do:

  • Build trusted partnerships with business leaders, managers, and employees by providing strategic and tactical HR guidance that strengthens employee engagement, morale, productivity, and retention.
  • Lead and resolve complex employee relations matters, including conducting workplace investigations related to working conditions, performance, and discrimination; assess organizational risk; provide recommendations to leadership; and ensure documentation meets legal and compliance standards.
  • Analyze workforce trends and HR metrics (e.g., turnover, exit survey data) to identify themes, diagnose root causes, and develop data-driven recommendations. Prepare and deliver regular employment reports to executive leadership, including summaries of insights, trends, and proposed action plans.
  • Drive the execution of performance management processes, including manager training, performance calibration, and review and approval of corrective action, ensuring consistency and alignment with organizational standards.
  • Partner with business leaders to design and implement talent management and organizational development initiatives, including employee development, succession planning, workforce planning, and organizational design.
  • Serve as the primary liaison between assigned business units and Centers of Excellence (e.g., Talent Acquisition, Benefits, Compensation, Leaves/Accommodations, and HRIS) to deliver integrated HR solutions aligned with business needs.
  • Other duties as assigned.

What You Will Have

  • Bachelor’s degree in Human Resources Management, Business Administration, or a related field required; advanced degree or HR certification (e.g., SHRM-SCP, SPHR) preferred.
  • Minimum of 10 years of progressive human resources experience, including at least 7 years in a strategic HR Business Partner, consultative, or HR leadership role.
  • Proven experience providing coaching, consultation, and strategic guidance to senior and executive leadership on complex HR, organizational, and business matters.
  • Comprehensive knowledge of employee relations and employment practices, including policy development, workplace investigations, conflict resolution, risk mitigation, and compliance with federal and state employment laws; multi-state experience preferred.
  • Must be able to pass a background investigation.

#INDLOPESUP

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