Human Resources Business Partner

The Human Resources Business Partner (HRBP) serves as a strategic and operational partner to organizational leadership, managers, and employees. The HRBP provides guidance and support across the full employee lifecycle, including employee relations, performance management, recruitment, onboarding, leave and accommodations, compliance, workforce planning, policy interpretation, and organizational development.

The HRBP works closely with leadership and department managers to identify workforce needs, resolve employee-related concerns, promote consistent application of company policies and procedures, and support a positive and productive workplace culture.

The ideal candidate demonstrates strong knowledge of human resources practices, employment regulations, employee relations, conflict resolution, HR compliance, and organizational policies.

Essential Duties and Responsibilities

Employee Relations

• Serve as a trusted HR resource for employees and management regarding workplace concerns, policies, procedures, and employment matters.
• Investigate and assist with resolving employee relations concerns, complaints, conflicts, and workplace issues.
• Conduct and document employee counseling, corrective actions, performance improvement plans, and other employment-related actions.
• Partner with management to address performance, attendance, conduct, and workplace behavior concerns.
• Promote consistent, fair, and compliant application of HR policies and procedures.
• Maintain appropriate confidentiality regarding employee and organizational matters.

HR Compliance

• Maintain working knowledge of federal, state, and local employment laws and regulations.
• Support compliance with applicable requirements involving FMLA, ADA, wage and hour laws, workplace accommodations, leave administration, employee rights, and other employment regulations.
• Assist with audits, investigations, reporting, and required HR documentation.
• Identify potential compliance risks and escalate matters to HR leadership or appropriate internal partners when necessary.
• Maintain accurate and confidential personnel records.

Leave and Accommodation Support

• Administer and/or coordinate employee leaves of absence, including FMLA, ADA-related leave, medical leave, personal leave, and other applicable leave programs.
• Facilitate the interactive process for workplace accommodations in accordance with applicable law.
• Coordinate with employees, managers, medical providers, third-party administrators, and leadership as appropriate.
• Review documentation and communicate leave or accommodation requirements while maintaining appropriate confidentiality.
• Monitor leave status, documentation deadlines, return-to-work requirements, and related employment actions.

Performance Management

• Partner with managers regarding employee performance concerns and development opportunities.
• Assist with performance evaluations, goal setting, coaching, corrective action, and performance improvement plans.
• Provide guidance to managers on appropriate documentation and communication.
• Support leadership in developing and maintaining effective performance management practices.

Recruitment and Onboarding

• Partner with hiring managers to identify staffing needs and position requirements.
• Assist with recruitment, interviewing, candidate evaluation, and selection processes.
• Support background checks, employment verifications, pre-employment requirements, and onboarding activities.
• Ensure new employees receive appropriate HR information, policies, and required documentation.
• Partner with managers to support successful employee integration and retention.

HR Operations

• Maintain accurate employee records and HR documentation.
• Assist with HRIS administration and employee data maintenance.
• Support benefits administration and employee questions when applicable.
• Prepare HR reports, workforce data, and management summaries.
• Assist with policy development, review, and implementation.
• Participate in HR projects, audits, process improvements, and organizational initiatives.

Leadership Partnership

• Develop effective working relationships with managers and organizational leaders.
• Provide HR guidance regarding staffing, employee relations, performance, organizational changes, and workforce planning.
• Help managers understand and consistently apply HR policies and procedures.
• Identify trends and recurring workforce issues and provide recommendations to HR leadership.
• Participate in organizational planning and employee engagement initiatives.

Required Qualifications

Education

• Bachelor's degree from an accredited college or university is required.
• Degree must be in Human Resources, Human Resources Management, Business Administration, Organizational Management, Industrial/Organizational Psychology, Labor Relations, or another closely related field.

Experience

• Minimum of 3 years of progressive Human Resources experience required.
• Experience supporting employee relations, performance management, HR compliance, recruiting, and/or leave and accommodation administration preferred.
• Experience working directly with managers and organizational leadership preferred.

Knowledge and Skills

• Strong knowledge of HR principles, practices, and procedures.
• Working knowledge of applicable federal, state, and local employment laws.
• Strong employee relations and conflict-resolution skills.
• Excellent written and verbal communication skills.
• Strong organizational and time-management abilities.
• Ability to maintain confidentiality and exercise sound professional judgment.
• Ability to investigate workplace concerns objectively and document findings accurately.
• Strong attention to detail and follow-through.
• Ability to manage multiple priorities and deadlines.
• Proficiency with HRIS systems, Microsoft Office, and other HR-related technology.
• Ability to work independently while collaborating effectively with employees, managers, and leadership.

Preferred Qualifications

• SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
• Experience in healthcare, behavioral health, education, nonprofit, or human services environments.
• Experience administering FMLA, ADA accommodations, workers' compensation, and other leave programs.
• Experience conducting workplace investigations.
• Experience developing HR policies, procedures, and training programs.
• Experience with HRIS systems and HR reporting/analytics.

Physical and Work Requirements

• Ability to perform standard office and computer-based work for extended periods.
• Ability to communicate effectively in person, by telephone, email, and other business communication platforms.
• Ability to travel between organizational locations when required.
• Must be able to maintain confidentiality and handle sensitive employee information appropriately.