Sr. HR Business Partner

At Odyssey, we deliver innovative, evidence-based mental health treatment tailored for individuals with complex psychiatric conditions — services often unavailable within the standard care continuum. Our focus on long-term, sustainable solutions empowers clients to achieve optimal health and independence.

The Senior HRBP serves as a strategic and hands-on HR advisor for assigned departments and leaders at the corporate office, providing day-to-day counsel on employee relations, performance management, organizational design, and workforce planning. The Senior HR Business Partner plays a key role in building employee engagement and retention within the corporate employee population, partnering closely with department leaders to strengthen culture and address engagement gaps early.

This role works under the guidance of the CHRO, escalating complex or high-risk employee relations matters, and partners closely with Division HR Directors and field HR Business Partners to ensure consistency between corporate and field HR practices.

Relationships and Contacts Within the organization:
Initiates and maintains frequent and close working relationships with corporate department leaders, team members, the CHRO, Division HR Directors and field HR Business Partners, and corporate HR functions (Talent Acquisition, HR Shared Services, Compliance, Legal, Payroll).Outside the organization:
Initiates and maintains working relationships with colleges/universities, human resource vendors, and outside counsel, as needed.

Position Responsibilities Essential Responsibilities Serves as the primary HR point of contact for corporate department leaders, providing day-to-day counsel on employee relations, performance management, and workforce matters, and coaching leaders on foundational people-management practices, including feedback, communication, and team development.

Manages routine to moderately complex employee relations issues for the corporate employee population, including coaching, documentation, and conflict resolution; escalates complex or high-risk matters to the CHRO in a timely manner.

Supports the corporate office employee engagement and retention strategy in alignment with enterprise priorities, helping department leaders interpret engagement survey data and act on findings.

Partners with corporate leaders to identify early signs of disengagement or turnover risk and brings recommendations and concerns forward to the CHRO.Partners with Talent Acquisition on recruitment efforts for corporate roles, including job scoping, candidate coordination, interview support, and offer guidance.

Coordinates onboarding and offboarding processes for corporate employees, ensuring a consistent and welcoming new hire experience and a compliant, respectful offboarding process.

Monitors day-to-day compliance with employment law and internal policy for the corporate employee population; partners with Compliance and Legal on investigations and escalates gaps or concerns to the CHRO.Partners with corporate leaders on organizational design, workforce planning, and role/responsibility clarity within assigned departments.

Leads or supports the execution of enterprise-wide HR initiatives, performance management cycles, recognition programs, and core values campaigns for the corporate office.

Maintains accurate and timely HR data and records for corporate employees, supporting periodic HRIS audits and reporting.

Additional Responsibilities Supports compliance with federal and state employment regulations for the corporate employee population.

Partners with Division HR Directors and field HR Business Partners on cross-functional initiatives and consistency between corporate and field HR practices.

Attends corporate leadership and cross-departmental meetings, as requested.

Performs other related duties as assigned.

Minimum Requirements

Education and Experience Bachelor's degree in Human Resources, Business Administration, or a related field preferred. 3-5+ years of Human Resources experience, ideally supporting corporate or professional office functions (e.g., Finance, IT, Marketing, Revenue Cycle Management, Compliance, Legal). PHR or SHRM-CP…