Human Resources Business Partner

The Human Resources Business Partner (HRBP) provides HR support across the organization, ensuring that people strategies align with the needs of each service line. This role focuses on delivering innovative and sustainable workforce solutions, partnering with and supporting leadership, while managing employee relations, leave administration, and effective HR practices and policies. HRBP ensures a positive, compliant, and supportive work environment while aligning HR strategies with business objectives.

Please note that this position is fully on-site. While remote work is not available for this role, we’re excited to welcome you to our team in person!

Salary: $84,115-$102,460 per year

Essential Job Functions

Leadership Support

• Partner with department leaders to develop and implement HR strategies that align with organizational goals.
• Provide guidance to managers on best practices for performance management, employee development, and team dynamics.
• Assist with workforce planning, including staffing needs, succession planning, and talent development.
• Advise leadership on HR trends, employee engagement, retention strategies, and improving team effectiveness.

HR Support

• Support the HR Director in the development and implementation of HR policies and procedures to ensure consistency across the practice.
• Assist in the administration of compensation, benefits, and performance appraisal processes.
• Lead or support HR initiatives related to employee engagement, recognition, diversity, equity, and inclusion.
• Ensure compliance with federal, state, and local labor laws, maintaining knowledge of regulations relevant to the healthcare industry.

Employee Relations

• Serve as a trusted advisor and point of contact for leadership and employees on employee relations issues, addressing concerns related to workplace behavior, performance, and communication.
• Investigate and resolve employee complaints, grievances, and disputes in a timely and effective manner.
• Provide coaching and guidance to managers on handling complex employee relations situations, ensuring compliance with company policies and legal requirements.
• Promote a positive work culture through proactive employee engagement initiatives and programs.
• Support the employee separation process, including coordination of terminations, preparation of documentation, and management of unemployment claims; ensure compliance with company policy and applicable employment laws while partnering with leadership to mitigate risk and maintain consistency.

Leave Management

• Serves as the SME for administration of employee leave programs, including FMLA, OFLA, PLO and other applicable leave types.
• As back to the HR Generalist:
• Ensure compliance with relevant regulations (FMLA, OFLA, PLO, ADA, etc.) while assisting employees through the leave and/or accommodation process.
• Coordinate with department leaders to track and manage leave balances, return-to-work procedures, and any necessary accommodations.
• Maintain accurate records and documentation related to employee leave.

Data and Reporting

• Provide regular reports and analysis on HR metrics related to employee relations, leave usage, and other key performance indicators.
• Use data insights to inform decision-making, improve HR processes, and optimize organizational effectiveness.

Required Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or a related field.
• HR Certification (PHR, SHRM – CP or similar).
• Minimum of 5 years of experience in human resources.
• At least 3 years in an HR Business Partner or similar role working directly to advise leaders on employee relations issues.
• In-depth knowledge of employee relations, FMLA, OFLA, PLO, ADA, and other relevant labor laws.
• Proven experience in managing complex employee relations issues and supporting management teams in a fast-paced, regulated environment.
• Strong interpersonal, communication, and conflict resolution skills, with the ability to build relationships and influence at all levels.
• Ability to analyze data, identify trends, and use HR metrics to drive business decisions.
• Exceptional organizational and time-management skills, with the ability to manage multiple priorities…