Human Resources Business Partner

Human Resources Business Partner

As a Human Resources Business Partner, you’ll sit right in the middle of the work that matters most, supporting leaders in real time as they navigate people decisions, employee relations issues, and day‑to‑day workforce challenges. As a trusted HR advisor you will help guide state and operations leaders across Oregon as situations unfold. You’ll drive HR strategies in a practical, people‑centered way, coaching leaders through employee relations and performance conversations, managing investigations, and helping ensure consistency, fairness, and compliance across the region.

You’ll also support workforce planning and use data and insight to help leaders make decisions that strengthen both performance and retention. In this role, you’ll help ensure leaders feel supported, employees feel heard, and teams feel connected to both the work and the mission in a meaningful way.

• Build trusted relationships with managers and employees across your business units.
• Coach leaders on employee relations, performance management, team development, and change management.
• Lead onboarding for new leaders and provide ongoing guidance on HR policies, benefits, and compliance.
• Manage employee investigations, track grievances, and provide actionable recommendations.
• Collaborate with HR peers to deliver consistent, proactive, and solution‑oriented support.

• Education: Bachelor’s degree in Human Resources, Business Administration, or related field.
• HRBP
  
  Experience:
  
  3+ years of HR Business Partner experience supporting large, non‑exempt populations.
• HR Knowledge & Expertise: Strong knowledge of employee relations, performance management, and compensation, with experience across core HR functions, including high‑volume recruiting and organizational development, and skills in investigations, coaching, employee development, and change/project management.
• Microsoft 365 & Power BI: Advanced proficiency in Microsoft 365 (Word, Excel, PowerPoint, Outlook, Teams, and SharePoint), with the ability to analyze data and present actionable insights;
  Power BI experience a plus.
• HR Compliance: Strong knowledge of federal and state employment laws, multi‑state compliance, and diversity & inclusion.

• HR Leadership: Ability to influence and support leaders through coaching and performance management; prior leadership or mentoring experience is a plus, especially when partnering with operations.
• HR Technology Expertise: Experience with HRIS platforms such as Workday, Ulti Pro (Ultimate Software), or similar systems, along with familiarity with ATS and LMS platforms (e.g., Relias, Cornerstone).
• Industry
  
  Experience:
  
  Background in healthcare, human services, or other regulated, multi‑state environments preferred.
• Professional
  
  Certifications:
  
  SHRM‑CP, SHRM‑SCP, PHR, or SPHR.
• Additional credentials: In Coaching, Mediation, or Project Management (PMP, CAPM).

• Strategic & Analytical Thinking: Connects people strategy to business goals, uses data and insights to assess workforce trends, and makes sound decisions aligned with company values and strategy.
• Relationship Building & Influence: Builds trust quickly, fosters collaboration, coaches leaders, and communicates HR guidance clearly to employees and management.
• Emotional Intelligence & Problem Solving: Navigates sensitive situations with professionalism and empathy, resolves conflicts constructively, and brings innovative solutions to complex workforce challenges.
• Adaptability & Change Agility: Thrives in fast‑paced, evolving environments, supporting others through transitions while maintaining focus on outcomes and continuous improvement.
• Leadership &
  
  Coaching:
  
  Partners with leaders to mentor and develop teams, promoting engagement, accountability, and a high‑performance culture.
• Organization & Project Management: Manages multiple priorities and initiatives across business units with attention to detail, efficiency, and accuracy.
• Compliance & Integrity: Ensures adherence to employment laws, regulations, and company policies while maintaining confidentiality and credibility.
• Technical & HR Systems Proficiency: Leve…