HR Business Partner

Description

East House is a dedicated non-profit organization committed to supporting individuals on their journey to recovery. We provide comprehensive services, including residential support, counseling, peer support and community outreach to empower individuals to overcome mental health and substance use disorders and lead fulfilling lives. Our mission is to foster a supportive environment that promotes healing and long-term recovery, while upholding our humanistic, optimistic, progressive, and collaborative values rooted in integrity.

The HR Business Partner performs a mix of transactional, administrative, and strategic work to support the continuous improvement, advancement, and execution of East House's talent management priorities across a complex, multi-program organization. This role operates in alignment with East House's values of Humanistic, Optimistic, Progressive, Integrity, and Collaboration, ensuring that every interaction with employees and leaders reflects genuine care, forward-thinking problem-solving, ethical practice, and true partnership.

The HR Business Partner partners with internal stakeholders of assigned programs, departments, and teams to provide consultative and collaborative human resources support and technical assistance across workforce planning, staffing and pipeline development, performance management, professional development, employee relations, compensation analysis, and the implementation of People and Culture best practices, including change and improvement initiatives, planning, and facilitation.

• Partners with program and department leaders to develop workforce plans that align with East House's mission, values, and organizational priorities.
• Evaluates current teams and identifies areas for improvement, including training, resources, organizational structure, and culture alignment.
• Delivers proactive, quality HR services to leaders, employees, and teams that reflect the business objectives of the program/department and East House as a whole.
• Analyzes trends and metrics in partnership with program/department leaders to develop solutions, programs, and policies.

Provides guidance and input on business unit restructures, workforce planning, and succession planning.

• Collaborates with hiring managers to develop position descriptions, ensuring content follows legal and regulatory requirements, and that scope, level, duties, qualifications, and requirements are essential to the role.
• Ensures People and Culture strategies and priorities are reflected in recruitment and hiring practices.
• Supports recruitment, hiring, and onboarding plans for assigned positions.
• Coaches hiring managers on how to adopt best practices for talent acquisition.
• Trains selection committees on effective interviewing and selection for adaptive and technical competencies.
• Provides consultation on effective program/department onboarding to support inclusion and retention.
• Coordinates onboarding for new hires and supports requests for promotions and transfers.

• Works with employees and supervisors to address root causes of human resource and employee relations issues.
• Supports managers and employees with questions, issues, or concerns, providing consultation and resolution strategies for the most optimal outcomes.
• Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Manages employment termination and offboarding processes for assigned programs/departments, including exit surveys and interviews.
• Ensures all involuntary separations are reviewed in compliance with regulations and best practices and supports managers with involuntary termination meetings.

• Reviews and analyzes compensation and makes recommendations to managers and leadership to achieve and ensure pay equity.
• Analyzes turnover trends and consults with leaders to develop strategies that support staff retention and career growth.
• Consults with organizational leaders and managers to identify professional development opportunities and coordinate learning opportunities that support employees' personal, career, and organizational growth.

• Provides HR policy and employment regulation guidance and interpretation.
• Maintains current knowledge of federal, New York State, and local…