HR Business Partner

Oak Hill has been enhancing the lives of people with disabilities since 1893! We invite you to join our team of highly committed professionals. Founded in 1893 by trailblazer and visionary, Emily Wells Foster, Oak Hill has over 129 years of experience providing the highest quality services to people with varying disabilities. Oak Hill sets the standard, partnering with people with disabilities, to provide services and solutions promoting independence, education, health, and dignity.

Location: Oak Hill (Middletown / Hartford)
Department: Human Resources
Employment Type: Full-Time

Oak Hill is looking for an experienced and strategic Human Resources Business Partner (HRBP) to join our team and help shape the future of our workforce.

This is more than a traditional HR role. As an HR Business Partner, you will work closely with organizational leaders to understand business priorities, identify root causes, and develop people strategies that strengthen employee engagement, retention, performance, leadership development, and organizational effectiveness.

You’ll serve as a trusted advisor to leaders—bringing strong business acumen, thoughtful HR expertise, and a solutions-focused approach to complex workforce challenges. You will partner across Human Resources and with our Centers of Excellence (COEs) to deliver integrated strategies that support both our employees and the organization’s mission.

• Build strong, consultative relationships with organizational leaders and develop a deep understanding of the business and the populations we serve.
• Partner with leaders to identify current and future talent needs and develop short- and long-term people strategies.
• Challenge leaders to look beyond symptoms and understand the root causes impacting organization and employee outcomes.
• Identify and implement HR strategies that maximize employee and organizational performance.
• Partner with HR colleagues and Centers of Excellence to develop and execute integrated HR solutions.

• Develop and implement strategies that strengthen employee engagement, retention, recognition, and organizational culture.
• Analyze workforce trends and develop targeted action plans to address turnover, vacancies, performance, and employee engagement.
• Partner with leaders to identify behaviors and practices that should be reinforced to create a stronger employee experience.
• Support employee career development, succession planning, and development strategies for high-potential and mid-career employees.

• Serve as a trusted coach and advisor to leaders on employee relations, performance management, talent development, and organizational change.
• Equip managers with effective tools and strategies for coaching, providing feedback, and managing performance.
• Advise leaders on learning and development opportunities and support implementation of employee development plans and succession plans.
• Participate in career counseling and employee feedback conversations.

• Advise leaders on employee relations matters, progressive discipline, performance concerns, compliance, investigations, and workplace issues.
• Lead complex and sensitive investigations by gathering and analyzing information, establishing fact-based conclusions, and presenting findings to appropriate levels of leadership.
• Conduct employee relations, ethics, and compliance investigations, including interviews and fact gathering.
• Maintain appropriate tracking and documentation of employee relations matters and respond to employee and manager inquiries.
• Support job elimination and…