Regional HR Business Partner

Regional Human Resources Business Partner (HRBP) If you're an experienced HR professional who thrives in a fast‑paced, field‑facing environment, this is your opportunity to make a meaningful impact. As a Regional Human Resources Business Partner, you'll serve as a trusted advisor to operational leaders, aligning people strategies with business goals across a dynamic portfolio of communities spanning multiple states. This role supports communities across four states, offering the opportunity to build strong partnerships and influence culture across a diverse region. This is not a desk‑bound HR role—you'll be embedded in the business, coaching leaders, navigating complex associate relations issues, and driving initiatives that directly impact culture, retention, and performance. Occasional travel is required to support your communities and strengthen those in‑person connections that matter most. We're looking for a confident, hands‑on HR leader who brings strong business acumen, deep knowledge of employment practices, and the ability to influence at all levels. If you enjoy solving problems, partnering cross‑functionally, and turning insights into action, we'd love to connect with you. Why Join Us Medical, dental, and vision insurance 401(k) with company support Generous paid time off and paid holidays Company‑paid life insurance and disability coverage Flexible Spending Accounts (FSA) and Health Savings Account (HSA) options Tuition reimbursement and professional development support Associate Assistance Program for you and your family Employee discounts and referral bonus opportunities Optional coverage including accident, critical illness, hospital indemnity, and legal plans Adoption assistance and additional family‑support benefits Full‑time associates are also eligible for annual bonus opportunities based on performance. Education and Experience Bachelor’s Degree in Human Resources, Business Administration, or other related field required. Minimum five years’ experience as a Human Resources Generalist; or equivalent combination of education and experience. Certifications, Licenses, and Other Special Requirements SHRM Certified Professional (SHRM‑CP) or SHRM Senior Certified Professional (SHRM‑SCP) credential is preferred. Management/Decision Making Uses strong analytic skills and an in‑depth understanding of the organization and the business in order to handle arising problems and issues. Solves diverse problems using solid analytical skills where limited precedents/guidelines exist. Knowledge and Skills Advanced working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, associate relations, diversity, performance management, and federal and state respective employment laws. Physical Demands and Working Conditions Standing Walking Sitting Use hands and fingers to handle or feel Reach with hands and arms Talk or hear Ability to lift: up to 25 pounds Vision Requires interaction with co‑workers, residents or vendors Occasional weekend, evening or night work if needed to ensure shift coverage On‑Call on an as needed basis Possible exposure to communicable diseases and infections Exposure to latex Possible exposure to blood‑borne pathogens Possible exposure to various drugs, chemical, infectious, or biological hazards Subject to injury from falls, burns, odors, or cuts from equipment Requires Travel: Frequently Brookdale is an equal opportunity employer and a drug‑free workplace. The Regional Human Resources Business Partner (HRBP) position is responsible for aligning business objectives with associates and management for communities within an assigned region. The position serves as a consultant to management on human resource‑related issues. The HRBP acts as a culture driver, associate champion and change agent. The role assesses and anticipates HR‑related needs. Communicating needs proactively with our Centers of Expertise (COE) and Operational Leadership to develop integrated solutions. The position formulates partnerships across the HR function to deliver value‑added service to management and associates that reflects the business objectives of the organization. Assists in the development and implementation of human resources policies to meet organizational needs and comply with state and federal laws. Works with operational leadership to develop strategic initiatives to achieve company goals. Provides HR policy guidance and interpretation as it relates to hiring, compensation, performance management, benefits and other associate related matters. Manages and resolves complex associate relations issues. Conducts effective, thorough and objective investigations. Monitors associate counseling, corrective action, and performance improvement plans; oversees involuntary termination procedures; and approves associate separation notices and related documentation. May conduct exit interviews, as needed, to determine reasons behind separations. Advises leadership regarding hiring decisions, equal employment opportunity, compensation, benefits, and health/safety issues. Maintains in‑depth knowledge of legal requirements related to day‑to‑day management of associates, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required. Conduct wage analysis to review local market data and partner with the Compensation COE on adjustments and make recommendations based on knowledge of business needs. Analyzes trends and HR metrics to develop solutions and programs. Works with operational leadership to develop and implement people and talent strategies. Partners with the Talent Management COE to identify opportunities for training at communities. Acts as the liaison with the Talent Management COE and operational leadership on implementation of talent management initiatives for an operating division. Partners with the Associate Relations COE and operational leadership to ensure Integrity Line alerts are thoroughly and timely investigated. Works in conjunction with Corporate HRD on acquisitions and disposition community transitional needs, ensuring associates have proper communication and support. Promotes positive associate relations throughout the division by partnering with operations leaders to conduct associate surveys, climate studies and skip‑level meetings. Responds to union organizing, ensuring managers are trained on awareness and appropriate follow‑up steps. Partners with Associate Relations, legal and operational leadership to minimize risk. Partners with the Legal department and represents organization in legal proceedings, as needed. This job description represents an overview of the responsibilities for the above referenced position. It is not intended to represent a comprehensive list of responsibilities. An associate should perform all duties as assigned by his/her supervisor. #J-18808-Ljbffr Brookdale Senior Living