Human Resources Business Partner (HRBP)

Human Resources Business Partner (HRBP)

Rogers Behavioral Health

Milwaukee, WI

Job Description Summary

The HR Business Partner I (HRBP I) supports the strategic alignment of HR initiatives with business objectives. This role partners with senior leaders and HR leadership to deliver value-added services in the areas of talent development, organizational design, change management, and employee engagement. The HRBP I plays a key role in implementing HR strategies, supporting complex employee relations, and contributing to enterprise-wide HR initiatives that drive organizational success.

Schedule

Monday-Friday, 8am-5pm

In-Office minimum of 4 days per week

Local travel as needed

May require minimal evening and weekend hours

Job Duties & Responsibilities:

• Serve as a trusted advisor to senior leaders and understand business priorities, providing strategic HR guidance and fostering strong partnerships to support business goals
• Conduct recurring meetings with senior leadership in respective functional area(s). Collaborate and interact with Executive Team members, leaders, and employees across assigned functional area(s)
• Partner with Talent Acquisition and HR Advisory to provide a collaborative, team approach to supporting leadership and employees in designated functional areas
• Assist in the execution of talent management processes, including goal alignment, performance management, workforce planning, and succession planning
• Facilitate talent calibration and review sessions using tools such as the 9-box grid to assess performance and potential, identify high-potential talent, and inform development and succession strategies
• Collaborate with Total Rewards to support job evaluations, salary recommendations, and pay equity reviews
• Support change management efforts related to organizational transitions, regulatory changes, and strategic initiatives by helping leaders and teams navigate transitions, communicate effectively, and sustain engagement
• Contribute to organizational design efforts, including job description development, team structure analysis, and process improvements to enhance efficiency and effectiveness
• Participate in the planning and execution of HR projects and programs that enhance employee experience and operational effectiveness
• Assist in the development, communication, and implementation of HR policies and procedures that promote consistency and compliance
• Provide guidance, coaching, and development to senior leaders on performance management, team dynamics, and leadership effectiveness
• Identify training needs for business units and individual executive coaching needs
• Support the resolution of complex employee relations issues, including investigations, disciplinary actions, and conflict resolution, in partnership with HR leadership and legal as needed. May be required to lead and/or support investigations
• Monitor and analyze HR data to identify trends and opportunities for improvement, with a focus on the business units supported by the HRBP
• Stay current on HR best practices and industry trends
• Where applicable, partner with labor relations and union representatives to support collective bargaining, grievance resolution, and contract interpretation while maintaining positive labor-management relationships
• Communicate HR strategies and initiatives effectively to all levels of the organization
• Represent HR in cross-functional leadership forums, contributing to enterprise planning and decision-making
• Ensure legal compliance with all State and Federal regulations
• Conduct training on related Human Resource topics, as requested
• Performs other related duties as assigned
  
  

Additional Job Description

Required Skills, Knowledge, and Abilities

• In-depth knowledge of employment laws, HR policies and practices, and regulatory requirements
• Deep understanding of HR disciplines including talent management, compensation, employee relations, and organizational development
• Strong leadership presence with the ability to influence and build trust with senior leaders and cross-functional teams
• Excellent problem-solving, interpersonal, and critical thinking skills
• Exceptional verbal and written communication skills, with the ability to clearly convey complex information to diverse audiences and build strong relationships across all levels of the organization
• Ability to analyze data, identify trends, and develop actionable insights to inform HR strategies
• Proven ability to lead and support organizational change initiatives with a structured and empathetic approach
• Skilled in coaching leaders at all levels, with a focus on performance improvement and leadership growth
• Strong organizational and project management skills, with the ability to manage multiple priorities and deliver results in a fast-paced, dynamic environment
• Experience working in unionized environments, with knowledge of collective bargaining agreements, grievance procedures, and labor law (preferred)
• Demonstrated ability to work effectively in a team-oriented, collaborative environment
• High level of emotional intelligence and ability to handle sensitive and confidential information
• Capacity to remain calm and professional under pressure
  
  

Education/Training and Experience Requirements:

• Bachelor’s degree in Human Resources, Business Administration, or related field, or equivalent work experience required
• 7 years of progressive HR experience, preferably in an Advisor, Generalist, or HRBP capacity
• Experience in healthcare (preferred)
• Strong knowledge of employment law, HR best practices, and organizational development
• Proficiency in HRIS systems, Microsoft Office Suite, and data reporting tools
  
  

Licenses & Certifications

• PHR or SHRM-CP (preferred)
  
  

Physical/Mental Demands:

• Prolonged periods of sitting at a desk and working on a computer
• Occasional walking, standing, bending, or reaching
• Ability to lift up to 15 pounds occasionally (e.g., office supplies, files)
• Use of standard office equipment such as computers, phones, printers, and copiers
• Verbal and hearing abilities are required to interact with employees
  
  

We Make it Easy

Founded in 1901, MRA is a nonprofit employer association that serves more than 4,000 employers, covering more than one million employees.

As one of the largest employer associations in the nation, MRA helps its member organizations thrive by offering the most comprehensive assortment of HR services, information, education, and resources to help build successful workplaces and a powerful workforce.

We partner with these companies working directly with their HR department and leadership to hire their talent. We are a direct line to the company, not an agency recruiter.

Powered by JazzHR

FRGD58lBmB