Human Resources Business Partner

We are hiring for: Human Resources Business Partner Type: Regular If you are a positive and personable individual looking for a satisfying and fun opportunity to make a real difference in the lives of people with intellectual, developmental disabilities, and people facing mental health, and substance use challenges, join our team at RHA Health Services! The Human Resources Business Partner (HRBP) builds strong, collaborative partnerships with operational and organizational leaders to align human capital strategies with business needs. The HRBP plays an integral role in supporting all aspects of the employee lifecycle within their assigned region, including employee relations, workforce planning, compliance, talent development, and change initiatives. This position leads HR support for acquisitions from due diligence through onboarding and cultural integration. The HRBP works in close partnership with cross-functional HR teams—including Recruiting, Learning & Development, Benefits, the HR Call Center, and the HRIS team—to ensure consistent and effective HR service delivery. The HRBP is embedded within the business and frequently visits locations to provide on-the-ground support, build relationships, and foster a strong, people-centered culture. DUTIES AND RESPONSIBILITIES: HR Leadership and Business Partnership Partner with business leaders to develop and implement human resources strategies that directly support local and organizational goals. Collaborate on workforce planning, talent development, succession planning, and team structure to support evolving business needs. Promote performance management processes, coaching, and employee development as ongoing leadership practices. Lead and support change management efforts, fostering a culture of agility, accountability, and continuous improvement. Monitor, analyze, and interpret key HR metrics (e.g., turnover, engagement, performance trends) to guide data-driven decisions and recommend process improvements. Provide guidance and support on common HR functional processes, including FMLA, ADA accommodations, employee leave administration, and application of FLSA rules and exemption classifications. Perform other duties as assigned. Acquisition Support and Integration Support all phases of acquisitions, including HR due diligence, onboarding of new employees, communication planning, and integration of policies, systems, and culture. Serve as a partner to newly acquired teams and leaders, ensuring a smooth transition and consistent employee experience. Coordinate onboarding, training, benefits enrollment, and system access in collaboration with internal HR partners. HR Systems and Operational Execution Use knowledge of company systems and the HRIS (Workday preferred) to respond to leader and employee needs, troubleshoot issues, and ensure data accuracy. Lead reorganization and restructuring work by partnering with leadership to update roles, reporting structures, and access within the HRIS. Monitor workforce trends and use HR data to guide planning and identify areas for improvement. Employee Relations and Compliance Partner with leaders to address employee relations matters, including performance, conduct, and policy concerns. Lead or support investigations and ensure appropriate documentation and resolution. Help maintain compliance with all applicable employment laws and internal HR policies. Field Support and Workforce Engagement Travel frequently to units across the region to support operations through in-person presence, training, hiring events, meetings, investigations, and leadership support. Build strong working relationships with employees and supervisors to support engagement, accountability, and team alignment. Be a visible, consistent HR presence in the field to support local leaders and teams. Cross-Functional Collaboration Partner with Recruiting to support local hiring needs and workforce planning strategies. Work closely with Learning & Development and Enterprise Learning Facilitators to deliver training and development initiatives. Collaborate with Benefits, HRIS, and the HR Call Center teams to resolve employee issues and execute HR processes effectively. Contribute to the development and implementation of HR tools, resources, and programs that enhance the employee experience and improve efficiency. SUPERVISORY RESPONSIBILITIES: This position may supervise Regional HR Coordinators, Learning Coordinators, or other assigned HR team members as needed. MINIMUM QUALIFICATIONS : Bachelor’s degree in Human Resources, Business Administration, or related field required Minimum of 5 years of progressive HR experience; prior experience as an HR Business Partner or similar role strongly preferred. Proficiency in Microsoft Office (Word, Excel, PowerPoint, Outlook) required Strong working knowledge of HRIS systems (Workday preferred), including ability to support transactions, troubleshoot issues, and analyze data. Solid understanding of employment law, regulatory requirements, and HR best practices. Excellent relationship-building, communication, and problem-solving skills. HR certification preferred (e.g., SHRM-CP, SHRM-SCP, PHR, SPHR). Ability and willingness to travel frequently to regional locations based on business needs up to 50% of the time. PHYSICAL DEMANDS AND WORK ENVIRONMENT: Regular use of computers and office equipment. Ability to sit or stand for extended periods. Frequent travel required, including overnight stays. Occasional lifting or transporting of materials as needed. RHA is an Equal Employment Opportunity Employer, prohibits discrimination based on the following protected categories: race, creed, color, national origin, nationality, ancestry, age, sex/gender, marital status, civil status, domestic partnership status, familial status, religion, affectional or sexual orientation, gender identity or expression, atypical hereditary cellular or blood trait, genetic information, liability for service in the Armed Forces of the United States, or disability. #RHABH Pre-employment screening: Complete criminal background Name checked in the registries. (OIG exclusions database, Child Abuse Registry, and Offenders Against Individuals with Developmental Disabilities) Drug testing Education verification and other credentialing based on position requirements. Proof of employment history or references (if required) Positions that require driving Proof of driver's license, driver's insurance, and vehicle, IF required for providing transportation for individuals. We offer the following benefits to employees: Payactiv: early access to the money you’ve earned from hours you’ve already worked,before payday! Employee perks and discount program :to help you save money! Paid Time Off (full-time employees only) Health/Insurance (full-time employees only) 401(k)retirement savings program Wellbeing Programs: Physical, Emotional and Financial Chronic Disease management programs forhypertension and diabetes (for qualifying employees) Training: Free CPR, first aid, and job-specific training opportunities *contract/contingent workers and interns do not qualify for any of the above benefits EEO Statement RHA is an equal opportunity employer. In addition, we provide reasonable accommodation to qualified employees who have protected disabilities to the extent required by applicable laws, regulations, and ordinances. If you are an individual with a disability and need a reasonable accommodation to participate in the application process, please contact our solutions center. About RHA: At RHA Health Services, we help individuals with intellectual and developmental disabilities, mental health and/or substance use needs live their best lives. Our mission is to provide a safe and healthy environment while creating opportunities for personal outcomes. For over 30 years, the people we serve and support have remained at the very center of everything we do. RHA currently provides services in North Carolina, Georgia, Pennsylvania, Tennessee, and New Jersey. #J-18808-Ljbffr