Human Resources Business Partner (52293)

POSITION SUMMARY:

The Human Resources Business Partner (HRBP) serves as a strategic partner to organizational leadership and a trusted resource for employees by aligning human resources strategies with business objectives while providing comprehensive HR support. In addition to serving as the primary HR partner for assigned programs, this position manages full-cycle recruitment activities and maintains critical HR systems, databases, and compliance trackers to support efficient HR operations. The HRBP partners with leadership to enhance organizational effectiveness, employee engagement, talent acquisition, performance management, and workforce planning while ensuring compliance with employment laws, organizational policies, and reporting requirements. This role combines strategic HR consultation with hands-on operational support to ensure the effective delivery of human resources services across the organization. Essential Job Functions include those listed below.

ESSENTIAL JOB FUNCTIONS:

• Partner with leadership to assess organizational needs and develop, implement, and evaluate HR strategies that support business objectives and organizational performance.
• Serve as a trusted advisor to leaders by providing guidance on employee relations, workforce planning, organizational design, change management, performance management, and talent development.
• Manage the full-cycle recruitment process for assigned positions, including position consultations, job postings, candidate sourcing, interviewing, selection support, offer coordination, pre-employment requirements, and onboarding activities.
• Partner with hiring managers to develop recruitment strategies that attract and retain qualified candidates while ensuring a positive candidate experience.
• Lead and conduct workplace investigations involving employee concerns, complaints, policy violations, and other employment matters, ensuring timely, thorough, and well-documented resolutions.
• Interpret and apply federal, state, and local employment laws, ensuring organizational compliance and minimizing organizational risk.
• Provide coaching and consultation to managers regarding performance management, corrective action, conflict resolution, and employee development.
• Analyze workforce data and HR metrics to identify trends, support informed decision-making, and recommend process improvements.
• Maintain and update HRIS records and perform accurate data entry into HR systems, compliance databases, and organizational tracking tools.
• Manage and maintain recruitment, onboarding, compliance, leave administration, and other HR tracking logs to ensure data accuracy, timely follow-up, and reporting.
• Ensure the integrity, accuracy, and confidentiality of employee records and HR documentation.
• Ensure the accurate and timely completion of required regulatory reporting, including EEO, ACA, and other internal and external reporting requirements.
• Coordinate and support the organization's performance evaluation process, including goal setting, performance feedback, and development planning.
• Partner with leadership to develop and implement performance improvement plans, coaching strategies, and employee development initiatives.
• Foster a positive workplace culture by promoting employee engagement, recognition, accountability, and continuous improvement.
• Support organizational development initiatives, strategic workforce planning, change management efforts, and special HR projects.
• Participate in internal and external audits, compliance reviews, and accreditation activities, as assigned.
• Embrace and exemplify the mission, vision, guiding principles, clinical vision, and goals of WestCare Foundation.
• Perform all other duties as assigned.

ESSENTIAL QUALIFICATIONS:

To perform this job successfully, an individual must be able to perform the duties and responsibilities satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required.

COMPENTENCIES:

• Strategic Partnership
• Employee Relations 
• Talent Acquisition 
• Employment Law & Compliance 
• Communication 
• Problem Solving 
• Organization 
• Confidentiality 
• Customer Service 
• Technology Proficiency

EDUCATION and/or EXPERIENCE:

• Minimum of three (3) years of progressively responsible professional human resources experience required, including experience in employee relations, recruitment, performance management, employment law compliance, and HR operations.
• Experience conducting workplace investigations, advising managers on employee relations matters, and interpreting employment laws is preferred.
• Experience managing full-cycle recruitment and onboarding processes in a multi-site or multi-state environment is preferred.
• Experience utilizing Human Resource Information Systems (HRIS), Applicant Tracking Systems (ATS), and maintaining HR databases, compliance trackers, and reporting tools is preferred.
• Experience working in healthcare, behavioral health, nonprofit, or human services environment is preferred.

• Bachelor’s degree in human resources, Business Administration, Organizational Development, Industrial/Organizational Psychology, Public Administration, or a closely related field is preferred. An equivalent combination of education and progressively responsible human resources experience may be substituted for the preferred degree.

LICENSURE/CERTIFICATION:

• Professional certification such as SHRM-CP/SHRM-SCP, PHR/SPHR, or equivalent is preferred.

OTHER REQUIREMENTS:

• Ability to obtain and maintain a criminal history background check, as required by funding sources, licensing bodies, or organizational policy. 
• Valid driver's license, acceptable driving record, and ability to maintain eligibility under WestCare's vehicle insurance program. 
• Ability to travel to assigned worksites and organizational locations as needed. 
• Ability to meet all applicable federal, state, local, contractual, licensing, accreditation, and funding requirements, including any required health screenings, immunizations, or vaccinations that become a condition of employment. 
• Ability to maintain confidentiality and safeguard sensitive employee and organizational information.

WORKING CONDITIONS:

• Standard office environment with occasional travel to other locations or sites.
• May require occasional evening or weekend work for events or urgent matters.

Salary : $65,000