HR Business Partner

Overview The Human Resources Business Partner (HRBP) is a key driver of both business success and employee experience, partnering with leaders to align people strategies with organizational goals. Rooted in the Company’s core values of Collaboration, Accountability, Respect, and Excellence (CARE), this role builds strong relationships, fosters trust, and promotes a culture where employees can thrive. Serving as both a strategic advisor and hands-on partner, the HRBP provides guidance on employee relations, performance management, workforce planning, and compliance. This role anticipates challenges, identifies opportunities, and delivers thoughtful, solutions-oriented support that strengthens teams, enhances engagement, and supports long-term growth. Responsibilities Must have multi-state law, training and development, with medical field experience preferred. Partner with business leaders to align human resources strategies with operational goals and business needs. Serve as a trusted advisor to management, providing guidance on employee relations, performance management, and organizational effectiveness. Manage and resolve complex employee relations matters, conducting thorough, objective, and timely investigations. Interpret and apply company policies, ensuring consistency, fairness, and compliance with federal, state, and local employment laws. Coach and support leaders on performance management, including employee development, corrective action, and conflict resolution. Build strong relationships with employees and leaders to enhance engagement, strengthen morale, and support retention efforts. Analyze trends and key workforce metrics to identify opportunities and recommend solutions that improve business outcomes. Partner with HR centers of excellence (e.g., Talent Acquisition, Benefits, Learning & Development) to deliver integrated and effective HR solutions. Support workforce planning, organizational changes, and succession planning initiatives. Identify training and development needs and partner with leadership to implement appropriate solutions. Draft and review employee-related documentation, including offers, promotions, transfers, and separations, in partnership with HR leadership and Legal as appropriate. Travel to assigned business units and healthcare facilities as needed to provide on-site support and build relationships with leaders and staff. Maintain confidentiality and handle sensitive information with professionalism and discretion. Model and promote the Company’s core values of CARE in all interactions. Competencies Understands business needs and aligns HR support to drive results. Skilled in handling complex employee situations, including investigations and conflict resolution. Communicates clearly and effectively with employees and leaders at all levels. Builds trust and strong working relationships across teams. Uses sound judgement to address challenges and develop practical solutions. Manages multiple priorities and adjusts in a fast-paced, changing environment. Maintains confidentiality and handles sensitive matters with professionalism. Takes ownership and proactively identifies opportunities for improvement. Education/Experience Bachelor’s degree in Human Resources, Business Administration, or related field required; equivalent experience may be considered. 5+ years of progressive HR experience. Demonstrated experience managing complex employee relations issues, including investigations and conflict resolution. Working knowledge of multiple HR disciplines, including performance management, compensation practices, and employment law. Experience supporting multiple business units or locations preferred. Healthcare Or Other Regulated Industry Experience Preferred. Experience utilizing HRIS systems and workforce data to support decision-making. Professional HR certification (e.g., SHRM-CP, SHRM-SCP, PHR, SPHR) preferred. Ability to travel to assigned locations as needed. Computer Skills Proficient in Microsoft Office Suite, including Outlook, Word, Excel, and PowerPoint. Experience working with Human Resources Information Systems (HRIS) and applicant tracking systems (ATS). Ability to use data and reporting tools to analyze workforce trends and support decision-making. Comfortable learning and navigating new systems and technology platforms. #J-18808-Ljbffr Reliant Rehabilitation