Ranked one of Tennessee’s top places to work, MHC is a rare and special place where outstanding company culture is intentional. Where clients and associates are treated the same, as equals. Mental Health Cooperative, Inc. (MHC) was formed in 1993 to serve individuals with severe and persistent mental illness. Since then, we have expanded our services to children and adolescents with severe emotional disorders across Middle and East Tennessee. Our sole purpose is to support and treat those challenged with serious mental illness and poverty. Although based out of Nashville, we serve several communities across middle and East Tennessee with satellite offices in Antioch, Gallatin, Dickson, Columbia, Cleveland, Murfreesboro, Clarksville, Cookeville, Chattanooga, and Memphis.

If you are interested in joining a team that is caring, collaborative, innovative and energizing this might be a great place for you! 

HR Business Partner (Hybrid)

The HR business partner is a critical position for our success and is responsible for aligning business objectives with employees and management in designated business units. This position is heavy in associate relations and requires a strategic partnership across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The right individual for this role will have the ability to navigate creating psychological safety and supporting inclusion and diversity as key initiatives.

SUPERVISORY REQUIREMENTS:

• This position has no direct supervisory responsibilities but does serve as a coach and mentor for other positions in the department.
• There is potential for growth into a leadership role.

Job Summary: 

• Implement workforce strategies and diagnoses and solve workforce issues. You will partner with managers to maximize effectiveness and efficiency through labor and efficiency initiatives.
• You will measure employee satisfaction and implement efforts to improve the employee experience.
• You will advise and counsel on situational issues, performance, and discipline.
• Deploy development programs, performance management, appraisal and coaching/feedback guidance.
• Conducts weekly meetings with respective business units.
• Coordinate and facilitate employee activity groups.
• Consults with line management, providing HR guidance when appropriate.
• Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies.
• Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations.
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.
• Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
• Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Provides HR policy guidance and interpretation.
• Provides guidance and input on business unit restructuring, workforce planning and succession planning.
• Identifies training needs for business units and individual executive coaching needs. May at times participate in the development of training content or materials.
• Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.
• Performs other related duties as assigned.

ABOUT YOU:

• Problem solving - uses rigorous logic and methods to build programs or effective solutions; open to test and learn applications with an attention to detail.
• Adaptability and ability to pivot based on needs of the business.
• Priority setting – spends time on what’s important and can plan their business support strategy accordingly.
• Process management - good at figuring out the processes necessary to get things done
• Perseverance - pursues everything with energy and a need to fin
• 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, compensation practices, and the administrative practices related to those factors.
• Strong analytical and problem-solving skills.
• Proficient with Microsoft Office Suite or related software.
• Proficient in the use of HRIS systems such as UKG or Workday.

Essential Requirements: 

• Minimum of 5 years of experience resolving complex employee relations issues.
• Prior leadership experience preferred.
• Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and federal and state respective employment laws.
• Bachelor’s degree
• SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential or SPHR strongly preferred.

PHYSICAL REQUIREMENTS:

• Prolonged periods of sitting at a desk and working on a computer.
• Some travel may be required. Less than 10%.
• This position is hybrid with at least three days in the office or field.

BENEFITS

Mental Health Cooperative offers a full comprehensive benefit plan for you to participate in. The following products are available:

• Medical Insurance/Prescription Drug Coverage
• Health Savings Account
• Dental Insurance
• Vision Insurance
• Basic Life and AD&D Insurance
• Short- & Long-Term Disability
• Supplemental Life Insurance
• Cancer Insurance
• Accident Insurance
• Critical Illness Insurance
• 403b - Retirement Plan
• Calm App for medication and mental health
• Gym membership discounts

Mental Health Cooperative embraces inclusion, diversity and equal opportunity. We're committed to building a team that represents a variety of backgrounds, perspectives, and skills. Mental Health Cooperative is an equal opportunity employer and does not discriminate on the basis of race, national origin, gender, gender identity, sexual orientation, protected veteran status, disability, age, or other legally protected status.