Human Resources Business Partner

Human Resources Business Partner

MISSION: To provide clinical excellence with outstanding patient experience while ensuring that all members of the community have access to quality, comprehensive, patient-centered health care.

We Serve. We Grow. We Achieve.

COMPANY INFORMATION:

As a federally qualified health center (FQHC) we serve all people with quality healthcare, dignity, and respect. We envision a seamless health care delivery system that is proactively responsible for the medical, dental and psychosocial needs of underserved individuals, children and families residing in Kalamazoo County.

We advocate for the rights of all people to experience comprehensive healthcare that is delivered through a collaborative community network focused on quality standards of care. Our aim is to decrease healthcare disparities by increasing access to care through culturally sensitive medical attention, education and outreach. We work to reflect this simple motto: "Together, we are improving quality of life by providing excellent health care to all people in an environment of dignity & respect."

BENEFITS:

• Highly competitive pay
• Excellent (cost effective) Health Insurance
• PPO or PPO High Deductible Plan with Health Savings Account (HSA)
• Vision & Dental Insurance
• Company paid Life & accidental death
• Company-paid long-term disability Insurance
• Voluntary life, accidental death, short-term disability, and other supplemental offerings
• Pre-tax 403(b) retirement plan (Discretionary employer contribution based on FHC financial performance)
• Paid Time Off (PTO)
• 8 Paid Holidays

POSITION SUMMARY

The Human Resources Business Partner (HRBP) plays a strategic and hands-on role in supporting leaders and employees across designated departments. This role focuses on advancing workforce planning, talent acquisition, employee engagement/relations, training, and benefits education. As a trusted advisor to both leadership and staff, the HRBP ensures that HR strategies are aligned with organizational goals, promoting a workplace culture rooted in respect, equity, and continuous improvement.

KEY RESPONSIBILITIES

Workforce Planning & Talent Management

• Partner with department leaders to assess workforce needs and develop staffing plans aligned with organizational objectives.
• Use data to analyze turnover trends, capacity planning, and internal mobility to inform hiring and succession strategies.

• Support performance management cycles, goal setting, and individual development planning.

Recruitment & Onboarding

• Collaborate with hiring managers to define job requirements, post openings, screen candidates, and conduct interviews.
• Guide the full-cycle recruitment process, ensuring equitable and efficient hiring practices.
• Conduct reference checks, background screenings, and prepare offer documentation.
• Lead onboarding and facilitate New Hire Orientation, delivering policy and benefits education.

Employee Engagement & Retention

• Champion initiatives that drive employee satisfaction, wellness, and inclusion.
• Facilitate stay interviews, new hire check-ins, and pulse surveys to gather feedback and inform action plans.
• Act as a point of contact for conflict resolution and workplace concerns, promoting a positive employee experience.

• Support retention efforts through coaching, conflict resolution, and proactive relationship-building.

Employee Relations & Compliance

• Provide guidance on HR-related issues including conduct, corrective action, and performance concerns.
• Investigate and document employee relations matters while ensuring compliance with applicable laws and policies.
• Support FMLA, ADA, and other leave of absence processes, including documentation and return-to-work coordination.
• Ensure accurate processing of garnishments, child support orders, and other employment-related legal notices.

Learning & Development

• Partner with managers to assess training needs and support the delivery of department-specific and organization-wide programs, to foster a learning culture focused on professional growth.

• Coordinate and track delivery of department-specific and organization-wide learning initiatives.
• Monitor training compliance and evaluate program effectiveness.

Benefits & HRIS Support

• Assist employees in understanding benefit offerings, qualifying events, and Open Enrollment.
• Coordinate benefit enrollments, changes, terminations, and monthly invoice reconciliation.
• Maintain accurate data in the HRIS and support reporting needs related to workforce metrics, turnover, and engagement.
• Collaborate with Payroll and Finance on data entry, payroll registers, benefit deductions, and adjustments.

HR Tools, Systems & Reporting

• Manage and maintain HR tools and trackers, including SharePoint, Freshservice, onboarding and offboarding checklists, and SmartSheets.
• Prepare and support internal and external audits.
• Ensure timely and accurate documentation of HR transactions and compliance activities.

CORE COMPETENCIES

Collaboration

• Builds effective partnerships across teams; communicates openly and respectfully.

Character & Integrity

• Maintains confidentiality and demonstrates ethical decision-making in all situations.

Organizational Awareness

• Understands and supports organizational goals; identifies HR opportunities to add value.

Leadership

• Models professionalism and inclusiveness, serves as a culture ambassador and role model.

QUALIFICATIONS

Education & Experience

• Associate degree in Human Resources, Business, or related field required; Bachelor's degree preferred.
• 3+ years of progressive HR experience, with focus in at least three of the following: recruiting, employee engagement, workforce planning, training, or benefits.
• 1 year experience with HRIS systems (e.g., ADP, Paycom) and experience with HR reporting preferred.

Skills & Abilities

• Excellent interpersonal, coaching, and communication skills.
• Strong organizational and analytical skills with attention to detail.
• Proficient in Microsoft Office Suite and common HR platforms.

TYPICAL WORKING CONDITIONS

Quiet to moderate work environment. Reasonable accommodations available for individuals with disabilities.

TYPICAL PHYSICAL DEMANDS

Frequent use of computer and telephone; prolonged periods of sitting. Occasional walking or lifting. Requires clear verbal communication and ability to read documents and screens.

NOTE

Family Health Center reserves the right to revise job responsibilities as organizational needs evolve.

ACKNOWLEDGMENT

Employees affirm their capacity to perform the essential functions of this position with or without reasonable accommodation.