Human Resources Business Partner - I

Human Resources Business Partner - I Hunt Valley, MD It’s not just a job. It’s a mission. Altruix is a high‑touch pharmacy dedicated to serving behavioral health and intellectual and developmental disability populations. Through our pharmacy expertise, Medherent technology, and specialized packaging, we promote medication adherence and improve patient outcomes. Our services help clients take medications as prescribed while reducing administrative burden for providers. Altruix customers achieve measurable results, including 90% adherence rates and a 40% reduction in ER and hospital‑related costs. Learn more at Position Summary The HR Business Partner (HRBP) serves as a strategic and operational partner to business leaders by aligning people strategies with organizational objectives. This role provides consultative support across all aspects of the employee lifecycle, including employee relations, performance management, talent development, workforce planning, organizational effectiveness, and change management. Reporting to the Vice President of Human Resources, the HRBP partners closely with leaders to build management capability, foster employee engagement, and ensure consistent, compliant employment practices while supporting a high‑performance culture. Although the role contributes to strategic HR initiatives, it remains highly hands‑on, providing day‑to‑day guidance and support to managers and employees while helping to build scalable HR programs that support organizational growth. This is a hybrid position based out of our Hunt Valley office, with the expectation that you’ll be onsite 2–3 days per week. Compensation for this role ranges from $90,000.00 to $105,000.00 per year, based on experience and qualifications. What You’ll Do The HR Business Partner serves as the primary HR advisor for assigned business units, partnering with leaders to align people strategies with operational priorities. Through trusted relationships and proactive consultation, the HRBP helps leaders navigate employee‑related challenges while strengthening organizational capability and driving business results. Business Partnership & Employee Relations Partner with managers and department leaders to provide guidance on employee relations, attendance, performance management, policy interpretation, workplace concerns, and organizational change. Coach leaders through performance conversations, corrective action, investigations, conflict resolution, and other employee matters while promoting consistency, fairness, and compliance across the organization. Support leaders in creating engaged, accountable, and high‑performing teams by identifying practical solutions to workforce challenges and helping managers effectively lead, develop, and retain talent. Talent Management & Organizational Development Collaborate with Talent Acquisition and business leaders to support workforce planning, recruitment, onboarding, succession planning, talent reviews, and employee development initiatives. Assist with the implementation of performance management programs, leadership development efforts, and organizational change initiatives that strengthen manager capability and support long‑term business objectives. Identify opportunities to improve employee engagement, organizational effectiveness, and overall employee experience while supporting the continued evolution of HR programs and processes. HR Operations & Compliance Ensure consistent application of company policies, employment practices, and applicable federal, state, and local employment laws. Support HR investigations, maintain confidential employee records, and provide guidance that appropriately balances legal compliance with business needs. Partner with HR leadership to develop, implement, and continuously improve policies, procedures, manager resources, and HR processes that increase consistency, efficiency, and organizational effectiveness. Business Analytics & Continuous Improvement Utilize workforce data, HR metrics, and business insights to identify trends, evaluate organizational health, and recommend solutions that improve operational performance and the employee experience. Participate in cross‑functional projects, support strategic HR initiatives, and contribute to the continued development of scalable people practices that support a growing organization. Perform other duties and special projects as assigned. Education & Experience Bachelor’s degree in Human Resources, Business Administration, or a related field, or an equivalent combination of education and experience. Five (5) or more years of progressively responsible Human Resources experience. Demonstrated experience supporting employee relations, manager coaching, performance management, policy interpretation, and employment law compliance. Experience partnering with operational leaders in a multi‑site environment is strongly preferred. SHRM‑CP, SHRM‑SCP, PHR, or SPHR certification is preferred. Experience supporting organizational growth, change management, or leadership development initiatives is preferred. Knowledge, Skills & Competencies The successful candidate demonstrates the ability to build trusted partnerships with business leaders by balancing sound business judgment with a practical, employee‑centered approach. They establish credibility through professionalism, responsiveness, and the ability to influence leaders while maintaining objectivity and confidentiality. The HR Business Partner possesses a strong foundation in employee relations, performance management, talent development, employment law, and HR best practices. They are comfortable coaching leaders through complex employee situations, interpreting policies, facilitating difficult conversations, and recommending solutions that align with both organizational objectives and legal requirements. This role requires strong analytical and organizational capabilities, including the ability to interpret workforce data and HR metrics to identify trends, improve processes, and support informed business decisions. Success also requires exceptional communication, relationship‑building, and problem‑solving skills, along with the ability to effectively manage multiple priorities in a dynamic, fast‑paced environment. Working Conditions This position operates in a professional office environment with frequent interaction across multiple departments and locations. Occasional travel to company facilities may be required. Physical Requirements The physical demands described here are representative of those required to successfully perform the essential functions of this position. Reasonable accommodations may be made to enable qualified individuals with disabilities to perform the essential functions. Disclaimer This job description is intended to describe the general nature and level of work performed by individuals assigned to this position. It is not intended to be an exhaustive list of all duties, responsibilities, or qualifications. Management reserves the right to modify responsibilities or assign additional duties as business needs evolve. Benefits Competitive pay ($90,000.00 to $105,000.00 annually) Medical, Dental, Vision, Life Insurance, and Long‑Term Disability 401(k) program Paid time off Paid holidays EEOC Altruix is an Equal Opportunity Employer and does not discriminate in recruiting, hiring, placement, training, promotion, termination, layoff, recall, transfers, leaves of absence, compensation, or other employment practices based on any protected characteristic under federal, state, and local law. Altruix is a drug‑free workplace and requires pre‑employment drug and alcohol testing as a condition of employment. #J-18808-Ljbffr Altruix