Human Resources Business Partner (3609)

Job Summary:

The Human Resources Business Partner (HRBP) serves as a strategic partner to organizational leaders, aligning human resources practices with business objectives. This role provides consultative support in employee relations, performance management, workforce planning, and organizational development. The HRBP also ensures compliance with employment laws and regulations, including oversight of leave management and workplace accommodations under FMLA and ADA.

Reasonable accommodations may be made to enable individuals with disabilities to perform these essential functions.

Journey Mental Health Center upholds a strong commitment to People, Opportunities, Community, and Access (POCA) that guides our daily operations. We foster a caring community for all individuals to feel a sense of belonging. We prioritize delivering services that are centered around ensuring fairness and inclusivity for all. We are dedicated to demonstrating courage and initiative within our agency and community to actively dismantle structural oppression for all affected communities. 

Duties/Responsibilities:

Strategic Partnership

• Partner with leaders to develop and execute HR strategies that support business goals
• Provide guidance on organizational design, workforce planning, and talent development
• Analyze HR metrics and trends to inform decision-makers

Recruitment & Talent Acquisition Oversight

• Act as a support to Recruiter and hiring managers to develop and execute effective recruitment strategies
• Oversee full-cycle recruitment processes, including requisition management, sourcing, interviewing, and selection
• Ensure a consistent, equitable, and compliant hiring process
• Collaborate with recruiters or hiring teams to build diverse candidate pipelines
• Monitor recruitment metrics (time-to-fill, quality of hire, candidate experience) and recommend improvements
• Support employer branding and workforce planning initiatives

Employee Relations

• Serve as a trusted advisor to managers and employees on workplace concerns
• Investigate and resolve employee relations issues in a fair and consistent manner
• Support a positive and inclusive workplace culture

Performance & Talent Management

• Guide leaders through performance management processes, including coaching and corrective action
• Support talent review, succession planning, and leadership development initiatives
• Collaborate on employee engagement strategies

Compliance & Risk Management

• Ensure compliance with federal, state, and local employment laws and organizational policies
• Maintain knowledge of regulatory changes and advise leadership accordingly

FMLA & ADA Oversight

• Administer and oversee employee leave programs in compliance with the Family and Medical Leave Act (FMLA)
• Manage the interactive process under the Americans with Disabilities Act (ADA), including evaluating and coordinating reasonable accommodations
• Partner with employees, managers, and medical providers to ensure timely and compliant leave and accommodation decisions
• Maintain accurate documentation and confidentiality of medical and leave records
• Train leaders on FMLA/ADA requirements and best practices
• Mitigate organizational risk by ensuring consistent application of policies and legal requirements

HR Programs & Initiatives

• Support implementation of HR programs, policies, and process improvements
• Participate in change management initiatives and organizational communications

Education and Experience:

• Bachelor’s degree in Human Resources, Business Administration, or related field or equivalent experience.
• 5+ years of progressive HR experience, including employee relations and business partnership
• Demonstrated experience managing FMLA and ADA processes

Knowledge & Skills

• Strong knowledge of employment laws and regulations, including FMLA, ADA, and related compliance requirements
• Excellent interpersonal, communication, and conflict resolution skills
• Ability to influence and build relationships at all levels of the organization
• Strong analytical and problem-solving capabilities
• Ability to manage sensitive and confidential information with discretion

Certifications (Preferred)

• PHR, SPHR, SHRM-CP, or SHRM-SCP

Physical Requirements

• Requires driving, sitting, standing, light lifting, bending, and reaching; and the ability to use and operate standard office equipment, including computer, calculator, phone, printer, cell phone, facsimile, etc.

Working Conditions

• Ability to manage multiple priorities in a fast-paced environment
• Occasional travel may be required
• Hybrid or onsite expectations based on organizational needs

Hiring Process:

• All potential candidates will need to successfully pass the Background Information Disclosure (BID) for entity employees and contractors.  Wisconsin’s Caregivers Law requires background, and criminal checks are required by the Department of Health Services and Wis. Stat. 50.065(6)(c) and Wis. Admin Code § DHS 12.05(4)

Journey Mental Health Center provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.

This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.