SUMMARY

The HR Business Partner is vital in bridging the gap between HR and business operations, ensuring human resources strategies effectively support organizational goals and enhance employee satisfaction.

In Human Resources, we act with integrity, grace, and compassion, serving as trusted partners and advocates for RMHS staff. Guided by our core values, we approach our work with curiosity, build partnerships as persistent allies, treat others with respect, act with intention, and demonstrate capability in all that we do.

ESSENTIAL DUTIES AND RESPONSIBILITIES include the following:

Strategic Partnership: Partner with senior leadership to develop and implement HR strategies that support organizational goals. Ensure HR initiatives along with business objectives and promote employee engagement.

Employee Relations: Manage and resolve complex employee relations matters, including conducting investigations and providing guidance on performance management, corrective action, and conflict resolution.

Talent Management: Support talent acquisition, workforce planning, and succession planning efforts. Identify key talent and contribute to strategies that retain, develop, and strengthen the workforce.

Training and Development: Assess organizational and individual training needs and evaluate the effectiveness of training programs to ensure employees have the skills needed to meet business demands.

Policy Development and Compliance: Draft, implement, and interpret HR policies and practices to ensure compliance with applicable labor laws and industry standards while supporting a positive and inclusive workplace culture.

Data Analysis and Reporting: Analyze HR metrics and workforce trends to provide insights that support informed decision-making and continuous improvement.

Change Management: Support organizational change initiatives by helping leaders and employees navigate transitions and align workforce practices with evolving business strategies.

OTHER DUTIES AND RESPONSIBILITIES include the following:

• Conduct exit interviews and new hire check-ins as needed.
• Assist with ADA interactive discussions, as requested.
• Support recruitment as needed.
• Perform other duties, as assigned.

SUPERVISORY RESPONSIBILITIES

This is not a supervisory position.

QUALIFICATIONS

• Demonstrated ability to handle confidential and sensitive employee and organizational information in accordance with policy and applicable laws, exercising sound judgment and discretion.
• Proven ability to provide HR consultation and guidance to leaders and employees, including effective communication and collaboration across all levels of the organization.
• Experience advising on employee relations matters, including performance management, conflict resolution, and workplace concerns, using consistent and equitable practices.
• Ability to analyze data, identify trends, establish priorities, and develop practical, business-aligned recommendations.
• Ability to manage multiple priorities, work independently with minimal supervision, and meet deadlines in a fast-paced environment.
• Ability to work effectively with diverse individuals and groups, including employees, leaders, and external stakeholders, in a professional manner.
• Ability to represent the HR function and organization in a professional and appropriate manner in internal and external interactions.
• Proficiency in Microsoft Office applications, including Excel, Outlook, and Word.
• Ability to maintain a flexible work schedule, typically 40 to 45 hours per week, based on business needs.
• Embodies organizational values, and approaches all work with integrity, grace, and compassion.

Values:

• • We Are Curious: Encourage learning, reflection, and inquiry to strengthen culture.
  • We Are Persistent Allies: Support employees through consistent check-ins, guidance, and advocacy.
  • We Are Respectful: Foster a culture where every person is heard, valued, and treated with dignity.
  • We Are Intentional: Design and deliver purposeful engagement strategies with measurable goals.
  • We Are Capable: Provide leaders and staff with tools and resources to maintain a healthy, values-driven culture.

SKILLS/EXPECTATIONS/COMPETENCY’S & VALUES

• Create operational plans
• Resolve issues using data
• Consider diverse input
• Apply programs and compliance
• Ensure execution quality
• Manage deadlines and workload
• Balance expectations with fairness
• Follow through on commitments
• Coach staff
• Support growth
• Develop supervisors and staff effectively
• Use judgment effectively
• Balance stakeholder needs
• Apply programmatic knowledge in external projects
• Provide accurate reporting
• Work collaboratively with partners
• Maintain commitments

EDUCATION and/or EXPERIENCE

Bachelor’s degree in Human Resources, Business Administration, or a related field required and a minimum of five (5) years of progressive HR experience, including at least two (2) years in an HR business partner or comparable role.

CERTIFICATES, LICENSES, REGISTRATIONS

PHR or similar a plus, SPHR Preferred