Human Resources Business Partner

Why Charlie Health?

Millions of people across the country are navigating mental health conditions, substance use disorders, and eating disorders, but too often, they’re met with barriers to care. From limited local options and long wait times to treatment that lacks personalization, behavioral healthcare can leave people feeling unseen and unsupported.

Charlie Health exists to change that. Our mission is to connect the world to life‑saving behavioral health treatment. We deliver personalized, virtual care rooted in connection—between clients and clinicians, care teams, loved ones, and the communities that support them. By focusing on people with complex needs, we’re expanding access to meaningful care and driving better outcomes from the comfort of home.

As a rapidly growing organization, we’re reaching more communities every day and building a team that’s redefining what behavioral health treatment can look like. If you’re ready to use your skills to drive lasting change and help more people access the care they deserve, we’d love to meet you.

The HR Business Partner will play a pivotal role in shaping Charlie Health’s success. This position requires a results‑oriented and data‑driven leader with exceptional communication skills. The ideal candidate will possess a strong background in HR management, with expertise in compensation, compliance, employee relations, and people analytics. They will be responsible for designing and implementing People strategies that align with our company’s mission, values, and long‑term objectives.

The HR Business Partner will report to and partner closely with the Director, HRBP to develop a comprehensive People strategy.

Our team is comprised of passionate, forward‑thinking professionals eager to take on the challenge of the mental health crisis and play a formative role in providing life‑saving solutions. We are looking for a candidate who is inspired by our mission and excited by the opportunity to build a business that will impact millions of lives in a profound way.

• Staff development and coaching
  • Partner with leaders to develop performance review frameworks, career development pathways, and standardized protocols for managing team member performance
  • Provide day‑to‑day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions)
  • Lead communication and training for organization‑wide performance initiatives (e.g., bi‑annual review cycle); ensure effectiveness of initiatives and foster engagement from leaders and managers
  • Leverage employee survey data to generate actionable insights and improve employee job satisfaction
  • Analyze trends and metrics in People data in partnership with the HR group to develop solutions, programs, and policies that improve employee performance
• Employee relations
  • Advise leaders on employee relations matters, including consideration of relevant employment laws; conduct effective, thorough, and objective investigations
  • Maintain in-depth knowledge of legal requirements related to day‑to‑day management of employees, reducing legal risks and ensuring regulatory compliance
• Organizational Development
  • Partner with leaders to assist with the development of org. structures, career paths, competency matrices, and job scope requirements
  • Identify, recommend, and implement programs aimed at increasing leadership and organizational effectiveness and retaining hi‑po / hi‑per employees
  • Identify training needs for business units and individual executive coaching needs
  • Collaborate with the cross‑functional teams to implement training programs and foster engagement and job satisfaction

• Minimum of 5 years of experience resolving complex employee relations issues
• Proven track record of successfully managing complex HR projects and initiatives in a rapidly scaling and preferably remote‑first, multi‑state environment
• 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,…