Human Resources Business Partner

SUMMARY Join Avel eCare as a Human Resources Business Partner and play a key role in supporting our people, partnering with leaders, and advancing the talent strategies that help our organization thrive. The Human Resources Business Partner (HRBP) serves as a strategic partner to business leaders, aligning people strategies with organizational objectives. The HRBP provides guidance and support in talent management, employee relations, workforce planning, performance management, organizational effectiveness, and change management to drive business results and foster a high‑performing culture. General Hours of Work: Monday - Friday (primarily days with possible evening/weekend involvement) Exempt/Nonexempt: Exempt (salaried) Department/Unit: Corporate –Human Resources Reports To: Sr. Vice President, People and Culture ESSENTIAL FUNCTIONS Partnership and Talent Management Partner with business leaders to develop and execute people strategies that support organizational goals. Serve as a trusted advisor on workforce planning, talent development, succession planning, and organizational design. Analyze workforce data and trends to provide insights and recommendations for decision‑making. Support organizational change initiatives, mergers, acquisitions, and transformation efforts. Drive employee engagement, retention, and career development programs. Facilitate performance management processes and coach managers on effective performance conversations. Employee Relations Advise managers and employees on HR policies, procedures, and employment practices. Investigate and resolve employee relations issues, ensuring fair and consistent application of policies. Promote a positive employee experience and inclusive workplace culture. Compliance and Risk Management Ensure compliance with federal, state, and local employment laws and regulations. Partner with legal and compliance teams on employment‑related matters. Monitor and mitigate people‑related risks within the business. HR Programs and Processes Support compensation, benefits, and recognition programs. Analyze monthly HR metrics to identify insights and recommend business actions. Partner with the Centers of Excellence to execute on the annual HR processes, including goal setting, performance reviews, talent assessments, and employee surveys. Lead specific HR initiatives. ESSENTIAL QUALIFICATIONS The individual must be able to work the hours specified above. To perform this job successfully, an individual must be able to perform each essential function satisfactorily. The requirements listed below are representative of the knowledge, skills, and/or abilities required to perform these essential functions. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions, so long as the accommodations do not cause undue hardship to the employer. REQUIRED EDUCATION and/or EXPERIENCE Bachelor’s degree in Human Resource or Business related field required. At least 5 years’ experience within Human Resources preferred. Proven independent decision making and critical thinking in highly complex environments. Professional speaking and communication experience with all levels of leadership. Working knowledge of multiple human resources disciplines including compensation practices, benefits, leave administration, talent management, organizational diagnosis, employee relations, performance management, federal and state respective employment laws. REQUIRED SKILLS AND KNOWLEDGE Strong business acumen and strategic thinking. Excellent communication, influencing, and relationship-building skills. Ability to analyze data and translate insights into actionable recommendations. Strong problem-solving and conflict-resolution capabilities. Knowledge of employment laws and HR best practices. Ability to manage multiple priorities in a fast‑paced environment. Proficiency with HRIS systems and Microsoft Office applications. #J-18808-Ljbffr