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HUMAN RESOURCES BUSINESS PARTNER
POSITION SUMMARY
The Human Resources Business Partner (HRBP) plays a strategic and hands-on role in supporting leaders and employees across designated departments. This role focuses on advancing workforce planning, talent acquisition, employee engagement/relations, training, and benefits education. As a trusted advisor to both leadership and staff, the HRBP ensures that HR strategies are aligned with organizational goals, promoting a workplace culture rooted in respect, equity, and continuous improvement.
KEY RESPONSIBILITIES
Recruitment & Onboarding
- Collaborate with hiring managers to define job requirements, post openings, screen candidates, and conduct interviews.
- Guide the full-cycle recruitment process, ensuring equitable and efficient hiring practices.
- Conduct reference checks, background screenings, and prepare offer documentation.
- Lead onboarding and facilitate New Hire Orientation, delivering policy and benefits education.
Employee Engagement & Retention
- Champion initiatives that drive employee satisfaction, wellness, and inclusion.
- Facilitate stay interviews, new hire check-ins, and pulse surveys to gather feedback and inform action plans.
- Act as a point of contact for conflict resolution and workplace concerns, promoting a positive employee experience.
- Support retention efforts through coaching, conflict resolution, and proactive relationship-building.
Employee Relations & Compliance
- Provide guidance on HR-related issues including conduct, corrective action, and performance concerns.
- Investigate and document employee relations matters while ensuring compliance with applicable laws and policies.
- Support FMLA, ADA, and other leave of absence processes, including documentation and return-to-work coordination.
- Ensure accurate processing of garnishments, child support orders, and other employment-related legal notices.
Benefits & HRIS Support
- Assist employees in understanding benefit offerings, qualifying events, and Open Enrollment.
- Coordinate benefit enrollments, changes, terminations, and monthly invoice reconciliation.
- Maintain accurate data in the HRIS and support reporting needs related to workforce metrics, turnover, and engagement.
- Collaborate with Payroll and Finance on data entry, payroll registers, benefit deductions, and adjustments.
Workforce Planning & Talent Management
- Partner with department leaders to assess workforce needs and develop staffing plans aligned with organizational objectives.
- Use data to analyze turnover trends, capacity planning, and internal mobility to inform hiring and succession strategies.
- Support performance management cycles, goal setting, and individual development planning.
Learning & Development
- Partner with managers to assess training needs and support the delivery of department-specific and organization-wide programs, to foster a learning culture focused on professional growth.
- Coordinate and track delivery of department-specific and organization-wide learning initiatives.
- Monitor training compliance and evaluate program effectiveness.
HR Tools, Systems & Reporting
- Manage and maintain HR tools and trackers, including SharePoint, Freshservice, onboarding and offboarding checklists, and SmartSheets.
- Prepare and support internal and external audits.
- Ensure timely and accurate documentation of HR transactions and compliance activities.
CORE COMPETENCIES
- Collaboration: Builds effective partnerships across teams; communicate openly and respectfully.
- Character & Integrity: Maintains confidentiality and demonstrates ethical decision-making in all situations.
- Organizational Awareness: Understands and supports organizational goals; identifies HR opportunities to add value.
- Leadership: Models professionalism and inclusiveness, serves as a culture ambassador and role model.
QUALIFICATIONS
Education & Experience
- Associate degree in Human Resources, Business, or related field required; bachelor’s degree preferred.
- At least 3 years of progressive HR experience, with focus on at least three of the following: recruiting, employee engagement, workforce planning, training, or benefits.
- One year experience with HRIS systems (e.g., ADP, Paycom) and experience with HR reporting is strongly preferred.
Skills & Abilities
- Demonstrated ability to build credibility and trusted relationships with leaders and employees at all organizational levels.
- Excellent judgment and ability to manage sensitive and confidential information.
- Strong coaching, conflict resolution, and consultation skills.
- Excellent written, verbal, and presentation communication skills.
- Strong analytical and problem-solving abilities with the ability to interpret data and recommend solutions.
- Excellent organizational skills with the ability to manage multiple priorities in a fast-paced environment.
- Proficiency with Microsoft Office 365 (Excel, Word, Outlook, Teams, and PowerPoint).
- Ability to learn and effectively utilize HR technologies, reporting tools, and workflow management platforms.
TYPICAL WORKING CONDITIONS: Quiet to moderate work environment. Reasonable accommodation is available for individuals with disabilities.
TYPICAL PHYSICAL DEMANDS: Frequent use of computers and telephone; prolonged periods of sitting. Occasional walking or lifting. Requires clear verbal communication and ability to read documents and screens.
NOTE: Family Health Center reserves the right to revise job responsibilities as organizational needs evolve.
BENEFITS:
- Highly competitive pay
- Excellent (cost effective) Health Insurance
- PPO or PPO High-Deductible Plan with Health Savings Account (HSA)
- Vision & Dental Insurance
- Company paid Life & accidental death
- Company-paid long-term disability Insurance
- Voluntary life, accidental death, short-term disability, and other supplemental offerings
- Pre-tax 403(b) retirement plan (Discretionary employer contribution based on FHC financial performance)
- Paid Time Off (PTO)
- 8 Paid Holidays
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