Human Resources Business Partner (HRBP)

Description Position Summary The HRBP serves as a trusted advisor to leaders and managers, aligning People strategies with business objectives. Positioned one level above an HRBP Associate, this role independently manages a defined client group and partners with leaders on employee relations, performance management, workforce planning, and organizational effectiveness. The HRBP collaborates closely with People Operations and Centers of Excellence (COEs) to ensure People programs are executed effectively, consistently, and in compliance with applicable regulations. This role balances strategic consultation with tactical partnership, while relying on People Operations for transactional execution and COEs for specialized program design. Key Responsibilities Strategic Business Partnership Serve as primary People Partner to assigned leaders and departments, providing guidance aligned with organizational strategy, values, and operating model Translate business objectives into People strategies related to talent, structure, engagement, and performance. Coach leaders on effective people leadership, accountability, and decision‑making. Employee Relations & Performance Management Lead employee relations matters including performance concerns, corrective action, investigations, and conflict resolution, in partnership with People Operations as appropriate. Guide leaders through performance management cycles, including goal setting, feedback conversations, and performance improvement plans. Apply consistent, fair, and compliant practices across the organization. Workforce Planning & Organizational Design Partner with leaders on workforce planning, position management, succession considerations, and role clarity. Support organizational changes such as restructures, reporting changes, and role realignments, coordinating with People Operations to ensure accurate execution. Assess trends and risks related to turnover, engagement, and workforce capacity. Change Management & Culture Support change initiatives by advising leaders on communication, readiness, and adoption. Reinforce organizational values, culture, and engagement strategies through leader coaching and employee interactions. Serve as a culture carrier, modeling behaviors that promote trust, accountability, and inclusion. Policy Interpretation & Compliance Guidance Interpret and apply HR policies, employment laws, and organizational practices, escalating complex matters to COEs or legal counsel as appropriate. Partner with People Operations to ensure employee relations outcomes are operationalized correctly (e.g., pay actions, leave coordination, job changes). Ensure leaders understand "what to do" and "what not to do" in sensitive people matters. Collaboration with People Operations & COEs Partner with People Operations to ensure timely and accurate execution of employee lifecycle actions. Consult with COEs (Compensation, Benefits, Talent Acquisition, L&D, DEI) on specialized needs and program application. Maintain clear role boundaries—HRBP advises and recommends; HR Ops executes; COEs design. Data‑Informed Decision Making Use People data and insights (turnover, engagement, performance trends) to inform leader recommendations. Partner with People Operations to obtain reports and metrics to support workforce and talent discussions. Translate data into actionable insights for leaders. Requirements Required Qualifications Bachelor’s degree in Human Resources, Business Administration, or related field; or equivalent experience. 4–7 years of progressive HR experience, including direct support of leaders. Demonstrated experience handling employee relations, performance management, and change support. Working knowledge of federal and state employment laws (FLSA, FMLA, ADA, EEO). Experience operating within an HRBP model and partnering with centralized People Operations and COEs. Strong interpersonal, coaching, and influencing skills. Preferred Qualifications Experience in healthcare, behavioral health, nonprofit, or other regulated environments. HR certification (SHRM-CP/SCP or PHR/SPHR). Experience supporting multi‑site or frontline workforces. Exposure to organizational design or workforce analytics. Core Competencies Consultative Partnership Leader Coaching & Influence Employee Relations Judgment Change Management Business Acumen Emotional Intelligence Risk Assessment & Mitigation Collaboration Across Functions Success Measures Leader satisfaction and trust within assigned client groups Consistent, compliant handling of employee relations matters Effective partnership with People Operations and COEs Reduced escalation and rework due to clear recommendations Positive engagement and retention trends Working Conditions Hybrid or on‑site depending on business needs Occasional off‑hours support for urgent employee relations matters Fast‑paced environment requiring sound judgment and discretion All employees of Odyssey House are required to adhere to: Odyssey House mission, philosophy, and scope of service; Division of Human Services Code of Conduct and all other relevant service contract requirement standards; ensuring a safe environment for all clients and staff; providing exemplary customer service to both internal and external customers; fostering a positive work environment; ensuring high‑quality client care within the scope of the assigned position. Each employee is expected to clearly understand roles and responsibilities regarding the following: Specific job position, time management, personnel file requirements, client record system, incident reporting, mandatory training requirements, maintaining proper client boundaries, and individual rights of clients and staff. Pre‑Employment Requirements Employment offers are contingent upon successful completion of required pre‑employment screenings, which may include background checks, fingerprinting, applicable sex offender registry screenings for Adult Residential roles, and other position‑related verifications. Roles requiring driving are subject to a Motor Vehicle Record (MVR) review and valid Utah driver’s license. EEOC Statement Odyssey House is an equal‑opportunity employer. All aspects of employment, including the decision to hire, promote, discipline, or discharge, will be based on merit, competence, performance, and business needs. We do not discriminate based on race, color, religion, marital status, age, national origin, ancestry, physical or mental disability, medical condition, pregnancy, genetic information, gender, sexual orientation, gender identity or expression, veteran status, or any other status protected under federal, state, or local law. #J-18808-Ljbffr