Human Resources Business Partner

Human Resources Business Partner

The Human Resources Business Partner (HRBP) serves as a strategic partner to assigned clinics and departments by providing consultation, guidance, and support in employee relations, performance management, talent acquisition, workforce planning, employee engagement, and compliance. The HRBP aligns human resources practices with organizational goals to support Christ Community Health Services' mission, culture, and operational excellence.

The HRBP acts as a trusted advisor to leaders and employees, ensuring compliance with employment laws, organizational policies, and FQHC regulatory requirements while promoting a positive and productive work environment.

Employees are expected to demonstrate and uphold the values of Intentional Love, Devoted Service, and Humble Excellence while supporting Christ Community Health Services' mission of providing high-quality, compassionate healthcare to the communities we serve.

Essential Duties and Responsibilities

Strategic Partnership

• Serve as the primary HR contact for assigned clinics and departments.
• Partner with leaders to address workforce challenges and support operational goals.
• Provide coaching and consultation to managers on employee relations, performance management, and talent development.
• Support organizational initiatives related to employee engagement, retention, and culture.

Employee Relations

• Conduct investigations regarding employee complaints, harassment, discrimination, and policy violations.
• Provide guidance on disciplinary actions and ensure consistency across departments.
• Facilitate conflict resolution and mediation efforts.
• Document employee relations matters and maintain confidentiality.

Performance Management

• Assist leaders with performance evaluations and corrective action processes.
• Provide coaching regarding performance improvement plans and employee development.
• Ensure documentation supports organizational policies and employment law requirements.
• Promote accountability and leadership development.

Recruitment and Talent Acquisition

• Collaborate with Recruiter to support staffing needs.
• Participate in interviews and selection processes as needed.
• Assist with onboarding and orientation activities.
• Support workforce planning initiatives to reduce turnover and improve retention.

Employee Engagement and Retention

• Conduct rounding and maintain visibility within assigned clinics.
• Monitor employee morale and engagement trends.
• Recommend and implement retention strategies.
• Facilitate employee recognition initiatives.
• Analyze turnover data and exit interview trends.

Compliance and Risk Management

• Ensure compliance with federal, state, and local employment laws.
• Support compliance with HRSA and FQHC requirements.
• Interpret and administer organizational policies and procedures.
• Maintain confidentiality of employee information.
• Partner with legal counsel when necessary regarding employee matters.

Leave Administration Support

Partner with third-party administrators and HR Operations regarding:

• FMLA
• ADA accommodations
• Workers' Compensation
• Personal Leave of Absence
• Short-Term Disability

Training and Development

• Facilitate leadership development and employee training programs.
• Provide guidance regarding policies, procedures, and best practices.
• Participate in management meetings and educational sessions.
• Promote organizational values and culture.

HR Analytics and Reporting

• Monitor:
  • Turnover trends
  • Vacancy rates
  • Employee engagement metrics
  • Retention initiatives
  • Corrective action trends
• Provide recommendations to improve workforce effectiveness and employee satisfaction.

Minimum Qualifications

Education

Bachelor's degree in Human Resources, Business Administration, Healthcare Administration, or related field required.

Master's degree preferred.

Experience

• Five (5) years of progressively responsible Human Resources experience required.
• Three (3) years of employee relations experience required.
• Healthcare or Federally Qualified Health Center (FQHC) experience preferred.
• Experience conducting investigations and advising leaders required.

Certifications

Preferred:

• SHRM-CP or SHRM-SCP
• PHR or SPHR

Knowledge, Skills, and Abilities

Strong knowledge of:

• Employment law
• FMLA
• ADA
• FLSA
• EEOC regulations
• Employee relations and investigations
• Performance management

Ability to:

• Build effective relationships with leaders and employees.
• Manage sensitive and confidential matters.
• Facilitate difficult conversations and conflict resolution.
• Exercise sound judgment and professionalism.
• Analyze workforce data and recommend solutions.
• Work independently and manage multiple priorities.

Proficiency in:

• HRIS systems (ADP preferred)
• Microsoft Office Suite
• HR reporting and analytics