Catapult Learning
HR Business Partner
🇺🇸
Remote - US
🕑
Full-Time
💰
$120K
💻
Human Resources
🗓️
February 23rd, 2026
Power BI
Edtech.com's Summary
Catapult Learning is hiring a HR Business Partner to serve as a strategic thought partner and change leader for School Solutions, integrating HR strategy with the organization's mission to improve student outcomes. This role drives talent and performance strategies by partnering with leadership, leveraging workforce analytics, and fostering a culture of accountability, engagement, and inclusion across multiple states.
Highlights
- Serve as strategic advisor to academic and operational leaders, embedding HR into business planning.
- Translate business needs into people priorities and partner with HR operations and talent teams.
- Use Power BI and survey insights for workforce analytics and data-driven decision-making.
- Lead workforce planning, succession strategies, and design leadership development programs.
- Drive engagement strategies to enhance belonging, trust, and inclusive practices.
- Ensure compliance with state and federal laws and support change management and organizational design.
- Coach leaders on employee relations to mitigate risks and maintain cultural consistency.
- Require Bachelor’s degree (Master’s preferred) and 7-10 years' HR experience including strategic roles.
- HR certification (SPHR, SHRM-SCP) strongly preferred; education or mission-driven sector experience favored.
- Starting salary from USD $120,000 per year.
HR Business Partner Full Description
HR Business Partner
- Philadelphia, Pennsylvania
- Human Resources
- Catapult Learning
- Regular - Full-Time
- Virtual
- 33272
Job Description
Company Overview
When you are part of the team at FullBloom, you’ll do important work that has real-world impact. Our 8,000 educators and healthcare professionals are driven by a common purpose: to positively impact the educational, behavioral, and social-emotional welfare of every child with whom we engage, no matter the child’s individual circumstance. We dedicate our careers to improving outcomes for at-risk and struggling youth, including those with learning and emotional disabilities. In doing so, we play a truly crucial role in the lives of children, their families and their communities. Our purpose drives our performance, and we are looking for individuals who want to make an impact.
FullBloom could not realize its mission or meet its business goals without the unique talents and contributions of its diverse group of professionals. Our company culture, practices, and systems reflect our values in all that we do to create an authentic and welcoming environment for all. Learn more about our company culture and Core 5 Values here.
FullBloom is an equal opportunity employer.
We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity or expression, pregnancy, age, national origin, disability status, genetic information, protected veteran status, or any other characteristic protected by law.
Overview
HR Business Partner
The HR Business Partner (HRBP) serves as a strategic thought partner and change leader for School Solutions, aligning people strategy with the organization’s mission to improve student outcomes through exceptional educational services. This role connects talent, culture, and performance strategies to business results, ensuring scalable and future-ready HR practices that drive organizational effectiveness and employee engagement across a multi-state footprint. The HRBP partners with division executives, academic leaders, and field managers to influence decision-making, strengthen leadership capability, and shape a culture of accountability, belonging, and high performance.
Our ideal HRBP would be:
A connector. The ideal HR Business Partner is a hands-on, forward-thinking people leader who balances strategy with heart. They understand the fast-paced, mission-driven world of education and connect HR priorities like development, engagement, and compliance to what matters most: student success. They build strong relationships with leaders, offer practical and proactive solutions, and use data to guide decisions. Trusted, empathetic, and adaptable, this HRBP influences with credibility, drives accountability, and makes HR a true business partner, not just a process.
Responsibilities
Strategic Leadership & Partnership
When you are part of the team at FullBloom, you’ll do important work that has real-world impact. Our 8,000 educators and healthcare professionals are driven by a common purpose: to positively impact the educational, behavioral, and social-emotional welfare of every child with whom we engage, no matter the child’s individual circumstance. We dedicate our careers to improving outcomes for at-risk and struggling youth, including those with learning and emotional disabilities. In doing so, we play a truly crucial role in the lives of children, their families and their communities. Our purpose drives our performance, and we are looking for individuals who want to make an impact.
FullBloom could not realize its mission or meet its business goals without the unique talents and contributions of its diverse group of professionals. Our company culture, practices, and systems reflect our values in all that we do to create an authentic and welcoming environment for all. Learn more about our company culture and Core 5 Values here.
FullBloom is an equal opportunity employer.
We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity or expression, pregnancy, age, national origin, disability status, genetic information, protected veteran status, or any other characteristic protected by law.
Overview
HR Business Partner
The HR Business Partner (HRBP) serves as a strategic thought partner and change leader for School Solutions, aligning people strategy with the organization’s mission to improve student outcomes through exceptional educational services. This role connects talent, culture, and performance strategies to business results, ensuring scalable and future-ready HR practices that drive organizational effectiveness and employee engagement across a multi-state footprint. The HRBP partners with division executives, academic leaders, and field managers to influence decision-making, strengthen leadership capability, and shape a culture of accountability, belonging, and high performance.
Our ideal HRBP would be:
A connector. The ideal HR Business Partner is a hands-on, forward-thinking people leader who balances strategy with heart. They understand the fast-paced, mission-driven world of education and connect HR priorities like development, engagement, and compliance to what matters most: student success. They build strong relationships with leaders, offer practical and proactive solutions, and use data to guide decisions. Trusted, empathetic, and adaptable, this HRBP influences with credibility, drives accountability, and makes HR a true business partner, not just a process.
Responsibilities
Strategic Leadership & Partnership
- Serve as a strategic advisor to academic and operational leadership, embedding HR strategy into business planning and execution
- Translate business needs into people priorities, balancing strategic foresight with day-to-day execution.
- Partner cross-functionally with HR Operations, Talent, and Academics to ensure talent strategies directly support student-impact goals.
- Leverage workforce analytics from Power BI as well as survey insights to identify emerging trends, predict risks, and develop data-driven action plans.
- Act as a culture carrier, always advocating for values alignment, inclusive leadership, and continuous improvement across all levels.
Performance Strategy & Leadership Enablement
- Lead workforce planning and succession strategies that ensure depth and readiness of key roles.
- Partner with leaders to drive an outcomes-based performance management culture that emphasizes accountability, feedback, and growth.
- Design and deliver leadership and soft-skills training, fostering scalable learning experiences that build organizational bench strength.
- Support the creation of career pathways and development frameworks to strengthen retention and internal mobility.
- Co-lead strategic initiatives such as mentoring, stay interviews, and leadership roundtables to enhance engagement and inclusion.
Culture, Engagement & Employee Experience
- Drive division-wide engagement strategies through survey analytics, action planning, and measurable improvements in belonging and trust.
- Serve as a champion of our value of “inclusive”, embedding inclusive practices in day-to-day HR handling, recognition, and development programs.
- Assist the HR Operations and Talent teams in redesigning onboarding and early-tenure experiences to accelerate connection, clarity, and contribution for new hires.
- Assist the HR Operations and Talent teams in elevating the employee value proposition (EVP) and celebrate organizational impact.
Operational Excellence & Risk Management
- Collaborate with HR Centers of Excellence (HR Ops, Benefits, Payroll, Legal, HRIS) to deliver seamless, high-quality employee support.
- Ensure compliance with all state and federal laws while driving process modernization and standardization.
- Coach leaders through complex employee relations scenarios, ensuring fairness, risk mitigation, and cultural consistency.
- Use ER trend data to identify root causes, implement preventive strategies, and build leader confidence in early intervention.
- Support organizational design and change efforts tied to business growth, acquisitions, and school transitions.
How will HRBP Success Be Measured
- Year-over-year improvement in engagement, retention, and internal mobility.
- Demonstrated leader adoption of HR initiatives and measurable performance calibration accuracy.
- Increased workforce data accuracy and visibility across School Solutions.
- Reduction in ER escalations through proactive coaching and upskilling.
- Documented impact of people strategies on business outcomes, including talent pipeline health and leader readiness.
Qualifications
- Bachelor’s degree in Human Resources, Business Administration, Education, or related field; Master’s preferred.
- HR certification strongly preferred (SPHR, SHRM-SCP, or equivalent).
- 7–10 years of progressive HR experience, including 3–5 years in a business partner or strategic HR role.
- Demonstrated success influencing senior leaders in multi-state or matrixed environments.
- Strong command of employment law, organizational design, and change management.
- Analytical acumen with the ability to interpret data and translate insights into strategy.
- Experience within education or mission-driven service industries strongly preferred.
Key Competencies
- Strategic Influence: Aligns people strategy with business performance and future growth.
- Data Fluency: Uses analytics to anticipate workforce needs and measure impact.
- Change Agility: Leads teams through transformation with empathy and clarity.
- Trusted Partnership: Builds credibility and drives accountability across all levels.
- Inclusive Leadership: Advances equity and belonging through everyday actions.
- Execution Excellence: Delivers consistent, scalable solutions in a complex environment.
Pay Rate
Starting from USD $120,000.00/Yr.
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