Human Resources Business Partner

Job Description

Job Description:\n\nWhy You’ll Love this Human Resources Business Partner Job! \n\nAre you passionate about helping others navigate life’s toughest challenges? As a full-time Human Resources Business Partner at EOSIS in New Brighton, MN, you’ll have the unique opportunity to support individuals during one of the most vulnerable—and courageous—moments in their lives. \n\nThe Human Resources Business Partner (HRBP) serves as a trusted Human Resources partner to assigned leaders and business units across EOSIS. HRBP provides hands-on employee relations support while developing strong partnerships with operational leaders to support workforce effectiveness, employee engagement, retention, and organizational goals.\n\nThe HRBP serves as a consultant, coach, and resource to leaders while partnering with other members of Human Resources, Compliance, Operations, and organizational leadership. \n\n \nPay:  $70,000 - $95,000 AnnuallyShift: Full-Time \n\n \nWhy EOSIS?  \n\n Time Off: 20 days of paid-time-off + 6 paid holidays \n Insurance: Health, dental, and vision insurance + HSA/FSA \n Education: Tuition reimbursement and discounted tuition at select colleges \n Future Planning: 401(k) – ROTH and traditional options \n Career Path Opportunities \n Discount with Verizon Cell Phone Plans \n \n\nEach day, you’ll help rebuild lives by making a real impact on people recovering from addiction and mental health challenges. With approachable leaders who listen, support, and encourage growth, you’ll experience what it means to be rising together in your career. A strong culture of care, where team members look out for one another and stand together through challenges, keeps you rooted in teamwork as you do meaningful, life-changing work. \n\n \n\nReady to help clients build healthy routines and find their path to lasting recovery? Join EOSIS as a full-time Human Resources Business Partner in New Brighton, MN and be a steady source of support and guidance. Apply today and make a difference where it matters\nResponsibilitiesThe following duties are normal for this position. These are not to be construed as exclusive or all-inclusive. Other duties may be required and assigned.\n\nEmployee Relations\n \n\n Serve as a primary Human Resources resource for employee relations matters within assigned business units.\n Provide guidance and coaching to leaders regarding employee concerns, workplace conduct, performance expectations, corrective action, attendance, policy interpretation, and other employee relations matters.\n Conduct and document effective, timely, thorough, and objective workplace investigations.\n Gather and evaluate information from employees, leaders, witnesses, documentation, system records, and other relevant sources when reviewing workplace concerns.\n Provide recommendations regarding appropriate employee relations actions based upon the facts, organizational policy, past practice, risk, and consistency.\n Guide leaders through performance management, coaching, written corrective action, Performance Improvement Plans, and other performance-related processes.\n Partner with leaders to address workplace conflict and support productive working relationships.\n Identify patterns and recurring employee relations concerns and recommend opportunities for organizational or leadership improvement.\n Support consistent application of EOSIS policies and employment practices across assigned business units.\n Maintain appropriate documentation of employee relations matters.\n Maintain working knowledge of employment laws and regulatory requirements affecting day-to-day employee management.\n Partner with Compliance, senior HR leadership, and legal counsel when appropriate.\n Support accommodation, leave, attendance, and other employee matters in partnership with appropriate HR team members.\n Assist leaders in navigating employee separations and other significant employment decisions.\n Promote fair, consistent, and respectful treatment of employees.\nStrategic HR Business Partnership\n\n Build strong working relationships with leaders within assigned business units and develop an understanding of their operations, workforce, goals, and challenges.\n Meet regularly with assigned leaders to discuss workforce needs, employee concerns, organizational priorities, and emerging issues.\n Serve as a trusted advisor to leaders regarding people-related decisions.\n Analyze workforce trends and HR metrics to identify opportunities related to retention, turnover, staffing, engagement, attendance, performance, and workforce effectiveness.\n Partner with leaders and Human Resources colleagues to develop solutions to identified workforce challenges.\n Provide HR guidance and input regarding organizational changes, restructuring, workforce planning, and position design.\n Support leadership development and identify opportunities for coaching or training.\n Partner with leaders to identify employee engagement and retention opportunities.\n Provide input regarding succession planning, talent development, and workforce readiness.\n Support change-management efforts associated with organizational initiatives.\n Identify emerging workforce risks and proactively bring recommendations forward to HR and operational leadership.\n Participate in the continued development of the EOSIS HR Business Partner model, with the expectation that the strategic component of the role will expand as the organization and HR function mature.\nHR Projects & Organizational Initiatives \n\n Lead or participate in Human Resources projects and organization-wide initiatives.\n Partner with HR colleagues and operational leaders to develop, implement, and improve HR programs, policies, processes, and tools.\n Participate in projects related to employee relations, policy development, leader education, workforce planning, retention, onboarding, compliance, HR systems, employee engagement, and other organizational priorities.\n Develop leader resources, communication materials, workflows, training tools, and other HR resources as needed.\n Assist with implementation of new HR practices and evaluate their effectiveness.\n Support cross-functional projects involving Human Resources, Operations, Compliance, Finance, Information Technology, or other departments.\n Identify opportunities to improve HR processes and recommend practical solutions.\nHR Administration & Compliance Support \n\n Maintain appropriate HR documentation and records in accordance with EOSIS practices and applicable requirements.\n Support policy implementation and interpretation.\n Maintain confidentiality of employee and organizational information.\n Assist with audits, documentation reviews, reporting, and other HR compliance activities as needed.\n Provide general Human Resources support based upon organizational priorities.\n Perform other duties as assigned.\nRequired SkillsREQUIRED QUALIFICATIONS \nEducation: Bachelor's degree in Human Resources, Business Administration, Organizational Leadership, or a related field preferred; an equivalent combination of education and relevant experience may be considered.\nExperience:\n\n Minimum of five (5) years of Human Resources Business Partner, HR Generalist, or comparable Human Resources experience required.\n Minimum of five (5) years of substantive Employee Relations experience required, including experience advising leaders regarding complex employee relations matters, conducting workplace investigations, performance management, corrective action, and policy interpretation.\n Demonstrated experience conducting effective, thorough, and objective workplace investigations.\n Demonstrated experience coaching and advising managers and organizational leaders.\n Experience supporting multiple departments, locations, or business units strongly preferred.\n Experience working in healthcare, behavioral health, substance use disorder treatment, residential services, or another highly regulated environment preferred.\n Experience using HR metrics and workforce data to support recommendations and business decisions preferred.\nLicensure/Certification \n\nPHR, SPHR, SHRM-CP, SHRM-SCP, or comparable Human Resources certification preferred, but not required.\nSkills, Knowledge, and Abilities: \n\n Strong employee relations knowledge and demonstrated ability to independently manage complex employee matters.\n Ability to evaluate situations objectively, gather relevant information, identify risk, and provide practical recommendations.\n Strong investigation, interviewing, documentation, and fact-finding skills.\n Sound judgment and ability to handle sensitive situations and confidential information with professionalism.\n Strong interpersonal and coaching skills with the ability to establish credibility and trusted relationships with leaders and employees.\n Ability to appropriately challenge, coach, and advise leaders while maintaining productive working relationships.\n Ability to distinguish between operational concerns, employee relations issues, compliance concerns, and matters requiring escalation.\n Working knowledge of employment laws and Human Resources practices.\n Ability to analyze workforce information, identify patterns, and translate findings into practical recommendations.\n Ability to balance immediate employee relations needs with longer-term organizational and workforce priorities.\n Strong written and verbal communication skills.\n Self-directed with the ability to take initiative and exercise independent judgment.\n Highly organized and able to manage multiple competing priorities across multiple locations.\n Ability to work effectively in a fast-paced and evolving organization.\n Ability and willingness to develop a strong understanding of EOSIS operations, programs, facilities, and business objectives.\n Demonstrated proficiency with Microsoft Office products, including Word, Excel, PowerPoint, and Outlook, with the ability to learn HRIS and other technology platforms.\n\nSkills, Knowledge, and Abilities: \n\n \n Strong employee relations knowledge and demonstrated ability to independently manage complex employee matters.  \n \n Ability to evaluate situations objectively, gather relevant information, identify risk, and provide practical recommendations.  \n \n Strong investigation, interviewing, documentation, and fact-finding skills.  \n \n Sound judgment and ability to handle sensitive situations and confidential information with professionalism.  \n \n Strong interpersonal and coaching skills with the ability to establish credibility and trusted relationships with leaders and employees.  \n \n Ability to appropriately challenge, coach, and advise leaders while maintaining productive working relationships.  \n \n Ability to distinguish between operational concerns, employee relations issues, compliance concerns, and matters requiring escalation.  \n \n Working knowledge of employment laws and Human Resources practices.  \n \n Ability to analyze workforce information, identify patterns, and translate findings into practical recommendations.  \n \n Ability to balance immediate employee relations needs with longer-term organizational and workforce priorities.  \n \n Strong written and verbal communication skills.  \n \n Self-directed with the ability to take initiative and exercise independent judgment.  \n \n Highly organized and able to manage multiple competing priorities across multiple locations.  \n \n Ability to work effectively in a fast-paced and evolving organization.  \n \n Ability and willingness to develop a strong understanding of EOSIS operations, programs, facilities, and business objectives.  \n \n Demonstrated proficiency with Microsoft Office products, including Word, Excel, PowerPoint, and Outlook, with the ability to learn HRIS and other technology platforms.  \n\nPRE-EMPLOYMENT REQUIREMENTS: \n\n Social Security Verification: Name must match Social Security number and date of birth\n Criminal Background Check: Nationwide, federal, state, and multi-county (up to 7 years)\n Drug and Alcohol Testing: Must pass pre-employment screening; subject to random and post-incident testing if in a safety-sensitive role\n Employment Verification\n Education Verification\n Department of Human Services clearance\n Motor Vehicle Driving Record review\n\nWORKING CONDITIONS / WORKING REQUIREMENTS Physical Requirements\n\n Hearing: Ability to hear employees, clients, telephone conversations, and other communications.\n Vision: Ability to read written materials, review electronic records, and use computer screens for extended periods.\n Speaking: Ability to communicate effectively with employees, clients, stakeholders, and community partners.\n Sitting: Up to 6 hours continuously.\n Walking: Frequent.\n Standing: Approximately 1–2 hours per day.\n Lifting, carrying, bending, squatting, and reaching: Occasional to minimal.\n Travel: Regular travel to assigned EOSIS locations is expected. Up to approximately 50% of time may be spent supporting assigned\n\nWork Environment\n\n Work is performed across EOSIS treatment facilities and related community settings.\n Fast-paced healthcare environment with changing priorities and operational demands.\n Frequent interaction with individuals experiencing substance use and co-occurring mental health disorders.\n Requires flexibility to support multiple programs, locations, and organizational initiatives.\nWe are an Equal Opportunity Employer and do not discriminate against any employee or applicant because of race, color, sex, age, national origin, religion, sexual orientation, gender identify, status as a veteran and basis of disability or any other federal, state or local protected class.