Manager of Human Resources Business Partners

Manager of HR Business Partners
Oconomowoc, WI
Company: Rogers Behavioral Health

Summary:
The Manager of HR Business Partners (HRBPs) plays a critical leadership role in aligning human resources strategies with business objectives. This position leads a team of HRBPs and partners closely with senior leaders to drive organizational effectiveness, talent development, and strategic HR initiatives. The ideal candidate is a proactive, strategic thinker with deep expertise in change management, organizational development, and employee relations.

Job Duties & Responsibilities:

• Lead, coach, develop, and mentor a team of HR Business Partners to deliver high-impact HR solutions across the organization.
• Serve as a player-coach, balancing leadership responsibilities with direct HRBP support for key departments or strategic initiatives, modeling best practices in business partnership.
• Review and approve HRBP work, ensuring it aligns with organizational goals and HR policies.
• Provide guidance and support to HRBPs in their work with business units.
• Ensure HRBPs are effectively managing employee relations, performance management, and other HR functions.
• Partner with Total Rewards to support compensation planning, job evaluations, and pay equity initiatives.
• Serve as a trusted advisor to senior leaders, providing strategic HR guidance and fostering strong partnerships to support business goals.
• Collaborate with leaders to align talent strategies with organizational goals, including workforce planning, performance management, and succession planning.
• Lead and 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.
• Monitor and analyze HR data to identify trends and opportunities for improvement.
• Lead and support change management efforts related to organizational transitions, regulatory changes, and strategic initiatives.
• Drive organizational design efforts, including job design, team structure, and process improvements to enhance efficiency and effectiveness.
• Lead and contribute to enterprise-wide HR initiatives and special projects, ensuring alignment with business needs and HR best practices.
• Develop, implement, and maintain HR policies and procedures that support compliance, consistency, and organizational culture.
• Provide coaching and development support to leaders, enhancing leadership capabilities and fostering a culture of continuous improvement.
• Oversee complex employee relations matters, ensuring fair and consistent application of policies and resolution of issues in a timely manner.
• May be required to lead and/or support investigations. Work with legal counsel as needed to address HR-related legal issues.
• Stay current on HR best practices and industry trends to continuously improve HRBP effectiveness.
• 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 effectively in meetings and presentations.
• Ensure legal compliance with all State and Federal regulations.
• Conduct training on related Human Resource topics, as requested.
• Performs other related duties as assigned.

• 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.
• 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.

• Monday-Friday, 8am-5pm
• In-office minimum 4 days per week
• Travel to other offices across country likely (maybe 1 or 2 times/year as needed)
• Other local travel as needed
• May require minimal evening and weekend (24/7 hospital)

• Bachelor’s degree in Human Resources, Business Administration, or related field, or equivalent work experience required.
• 15 years of progressive HR experience, including leadership of HRBPs, HR Generalist, HR Advisor teams.
• Minimum of 2 years in a supervisory or managerial role.
• Experience in healthcare (preferred).
• Strong knowledge of employment law, HR best practices, and organizational development.
• Proven experience in change management and strategic HR planning.
• Proficiency in HRIS systems, Microsoft Office Suite, and data reporting tools.

• PHR or SHRM-CP (preferred)