Regional Human Resources Business Partner

4423 Pheasant Ridge Road, Roanoke, Virginia 24014

Job Description
The Regional Human Resources Business Partner reports directly to the Chief People Officer and serves as both a strategic and operational HR partner to assigned regional and community leadership teams. This role supports the execution of people strategies, team member relations, compliance, performance management, workforce development, and engagement initiatives while also providing community-level HR administrative support to ensure accurate records, timely processing, and consistent execution of core HR processes. The Regional HR Business Partner partners with leaders to identify practical solutions, strengthen team member experience, maintain compliance with company and regulatory requirements, and support overall community and organizational performance.

Strategic Partnership Essential Functions:

• Partner with regional and community leadership to implement HR strategies that align with organizational culture and strategic priorities.
• Contribute and co-own best practices, problem-solving, and scalable solutions tailored to local community business objectives.
• Serve as the primary HR advisor for managers and staff within assigned region, providing guidance on HR policies and interpretation.
• Translate people data and leader feedback into clear, actionable recommendations.
• Support leaders in implementing solutions tied to retention, satisfaction, onboarding, training, performance, etc.
• Track progress on agreed-upon priorities and provide regular updates and course corrections.
• Conduct quarterly compliance audits, including onboarding documentation and required training completion.
• Advise on and, when appropriate, conduct high-risk employee investigations and address team member relations issues.
• Work with in-house counsel to compile and maintain documentation needed for legal matters, including lawsuits or civil complaints.
• Guide leaders on disciplinary actions, documentation, and corrective processes to ensure consistency and compliance.
• Serve as a change champion for new people initiatives, systems, and processes.
• Provide structured feedback to HR leadership on what is working, what is not, and what adjustments are needed.
• Brief HR recruiters on staffing needs and provide feedback on recent hiring successes and challenges.
• Assist with team member surveys and the creation and implementation of action plans.
• Support performance management and career development for community staff.
• Conduct strategic on-site visits for each assigned community at regular intervals.
• Participate in regional and community leadership meetings for assigned locations.
• Deliver HR process training and leadership development related to performance management, engagement, accountability, and communication.
• Provide superior customer service when interacting with associates, residents, families, and visitors.
• Provide field-based insights to ensure initiatives are practical, adopted, and effective.

Community HR Administrative Support Essential Functions:

• Process new hire onboarding documentation and ensure all required information is accurate, complete, and submitted timely.
• Maintain personnel records in accordance with company policy and federal retention standards.
• Complete, process, and maintain Form I-9 documentation in accordance with federal requirements.
• Assist managers with processing job changes, coordinating updated job descriptions, and supporting training related to new roles or responsibilities.
• Manage workers' compensation claims, including required forms, communication, documentation, and coordination of light-duty restrictions for injured team members.
• Ensure team member status is accurate in applicable systems and process necessary changes, including updates that may impact benefits, PTO, and employment status.
• Maintain required labor law posters and ensure they are current and displayed in conspicuous locations within the community.
• Maintain accurate and up-to-date employment data in the HRIS, including job, status, and personnel changes.
• Maintain time-tracked employment documents, including certifications, licenses, state-required acknowledgments, and background check records.
• Serve as a point of contact for team member HR-related questions and escalate matters as appropriate.
• Oversee new hire orientation and ensure company orientation is completed consistently and in accordance with established standards.
• Partner with the Benefits Coordinator to support benefits administration based on each team member's eligibility and employment status.

Other:

• Other duties as assigned

Why Harmony?

• 401k + Fulltime & Part-time Benefits Packages
• Training, Development & Career Laddering
• Great work-life balance
• Flexible Scheduling