Human Resources Business Partner (HRBP)

Human Resources Business Partner (HRBP) Rogers Behavioral Health Milwaukee, WI Job Description Summary The HR Business Partner I (HRBP I) supports the strategic alignment of HR initiatives with business objectives. This role partners with senior leaders and HR leadership to deliver value-added services in the areas of talent development, organizational design, change management, and employee engagement. The HRBP I plays a key role in implementing HR strategies, supporting complex employee relations, and contributing to enterprise-wide HR initiatives that drive organizational success. Schedule Monday-Friday, 8am-5pm In-Office minimum of 4 days per week Local travel as needed May require minimal evening and weekend hours Job Duties & Responsibilities: Serve as a trusted advisor to senior leaders and understand business priorities, providing strategic HR guidance and fostering strong partnerships to support business goalsConduct recurring meetings with senior leadership in respective functional area(s). Collaborate and interact with Executive Team members, leaders, and employees across assigned functional area(s)Partner with Talent Acquisition and HR Advisory to provide a collaborative, team approach to supporting leadership and employees in designated functional areasAssist in the execution of talent management processes, including goal alignment, performance management, workforce planning, and succession planningFacilitate talent calibration and review sessions using tools such as the 9-box grid to assess performance and potential, identify high-potential talent, and inform development and succession strategiesCollaborate with Total Rewards to support job evaluations, salary recommendations, and pay equity reviewsSupport change management efforts related to organizational transitions, regulatory changes, and strategic initiatives by helping leaders and teams navigate transitions, communicate effectively, and sustain engagementContribute to organizational design efforts, including job description development, team structure analysis, and process improvements to enhance efficiency and effectivenessParticipate in the planning and execution of HR projects and programs that enhance employee experience and operational effectivenessAssist in the development, communication, and implementation of HR policies and procedures that promote consistency and complianceProvide guidance, coaching, and development to senior leaders on performance management, team dynamics, and leadership effectivenessIdentify training needs for business units and individual executive coaching needsSupport the resolution of complex employee relations issues, including investigations, disciplinary actions, and conflict resolution, in partnership with HR leadership and legal as needed. May be required to lead and/or support investigationsMonitor and analyze HR data to identify trends and opportunities for improvement, with a focus on the business units supported by the HRBPStay current on HR best practices and industry trendsWhere applicable, partner with labor relations and union representatives to support collective bargaining, grievance resolution, and contract interpretation while maintaining positive labor-management relationshipsCommunicate HR strategies and initiatives effectively to all levels of the organizationRepresent HR in cross-functional leadership forums, contributing to enterprise planning and decision-makingEnsure legal compliance with all State and Federal regulationsConduct training on related Human Resource topics, as requestedPerforms other related duties as assigned Additional Job Description Required Skills, Knowledge, and Abilities In-depth knowledge of employment laws, HR policies and practices, and regulatory requirementsDeep understanding of HR disciplines including talent management, compensation, employee relations, and organizational developmentStrong leadership presence with the ability to influence and build trust with senior leaders and cross-functional teamsExcellent problem-solving, interpersonal, and critical thinking skillsExceptional verbal and written communication skills, with the ability to clearly convey complex information to diverse audiences and build strong relationships across all levels of the organizationAbility to analyze data, identify trends, and develop actionable insights to inform HR strategiesProven ability to lead and support organizational change initiatives with a structured and empathetic approachSkilled in coaching leaders at all levels, with a focus on performance improvement and leadership growthStrong organizational and project management skills, with the ability to manage multiple priorities and deliver results in a fast-paced, dynamic environmentExperience working in unionized environments, with knowledge of collective bargaining agreements, grievance procedures, and labor law (preferred)Demonstrated ability to work effectively in a team-oriented, collaborative environmentHigh level of emotional intelligence and ability to handle sensitive and confidential informationCapacity to remain calm and professional under pressure Education/Training and Experience Requirements: Bachelor’s degree in Human Resources, Business Administration, or related field, or equivalent work experience required7+ years of progressive HR experience, preferably in an Advisor, Generalist, or HRBP capacityExperience in healthcare (preferred)Strong knowledge of employment law, HR best practices, and organizational developmentProficiency in HRIS systems, Microsoft Office Suite, and data reporting tools Licenses & Certifications PHR or SHRM-CP (preferred) Physical/Mental Demands: Prolonged periods of sitting at a desk and working on a computer Occasional walking, standing, bending, or reachingAbility to lift up to 15 pounds occasionally (e.g., office supplies, files)Use of standard office equipment such as computers, phones, printers, and copiersVerbal and hearing abilities are required to interact with employees We Make it Easy Founded in 1901, MRA is a nonprofit employer association that serves more than 4,000 employers, covering more than one million employees. As one of the largest employer associations in the nation, MRA helps its member organizations thrive by offering the most comprehensive assortment of HR services, information, education, and resources to help build successful workplaces and a powerful workforce. We partner with these companies working directly with their HR department and leadership to hire their talent. We are a direct line to the company, not an agency recruiter. Powered by JazzHR FRGD58lBmB