HR Business Partner

The Human Resources Business Partner (HRBP) partners with business leaders to strengthen team member engagement, performance, workforce planning, and staff development. Serving as the primary HR consultant for assigned departments, the HRBP supports culture, the work environment, staffing, and talent needs while acting as a change agent, champion, and strategic partner. This business‑savvy role translates operational objectives into people strategies that build high-performing, unified teams.

The HRBP also collaborates with HR centers of excellence—including Talent Acquisition, Total Rewards, Operations, and Training and Development—to support employees and organizational leaders.

• Develop expertise in business objectives, key results, opportunities, and strengths to contribute to action plans that enable unified and high performing teams
• Provide recommendations to workforce planning, headcount management and organizational design
• Lead effective change management as business needs shift, new technology is implemented, processes are updated, or other business need requires
• Analyze human resource metrics to proactively identify negative trends and work collaboratively with leadership to create positive solutions
• Partner with Talent Acquisition, Total Rewards, Training & Development, or HR Operations to develop and recommend people strategies to enhance operational effectiveness of assigned departments
• Attend and contribute to assigned departments business meetings, sharing in the objectives and key results

• Provide HR policy guidance and interpretation
• Proactively address, manage, and resolve complex employee relations issues
• Provide day-to-day performance management guidance to supervisors and managers (e.g., coaching, counseling, disciplinary actions, terminations)
• Review and process all employee changes and termination paperwork, and manage the termination process.
• Manage leaves of absences under the Family & Medical Leave Act (FMLA), the Americans with Disabilities Act (ADA) and state laws, and CCM policies
• Assist in the development and implementation of personnel policies and procedures and maintenance of employee handbook.

• Ensure effective orientation and training for new team members
• Conduct focus groups and analysis for continuous improvement
• Facilitate and/or provide training to the workforce
• Work with leadership in developing department goals and objectives to ensure team members are growing, developing, and in the right seats for future business needs

• Provide actionable insights to leadership from attrition, exit, training, labor spend to budget, and other data to improve engagement and retention
• Leverage HRIS metrics, turnover data, hire quality, future business needs and engagement scores to inform strategic workforce planning
• Create reports/dashboards that inform leadership of people data to better inform decision making
• Contribute to the exercise and expression of the Ministry’s Christian beliefs
• Other duties as assigned

• Excellent verbal and written communication skills
• Excellent interpersonal and customer service skills
• Excellent organizational skills and attention to detail
• Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies
• Ability to acquire a thorough understanding of the organization’s hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors
• Proven ability to translate abstract team workflows into clear, actionable SOPs and visual lifecycle maps.
• Proven expertise in workforce planning
• Excellent time…