Human Resources Business Partner (HRBP)

Position Summary

The HRBP serves as a trusted advisor to leaders and managers, aligning People strategies with business objectives. Positioned one level above an HRBP Associate, this role independently manages a defined client group and partners with leaders on employee relations, performance management, workforce planning, and organizational effectiveness.

Key Responsibilities

• Serve as primary People Partner to assigned leaders and departments, providing guidance aligned with organizational strategy, values, and operating model.

• Translate business objectives into People strategies related to talent, structure, engagement, and performance.

• Coach leaders on effective people leadership, accountability, and decision-making.

• Lead employee relations matters including performance concerns, corrective action, investigations, and conflict resolution, in partnership with People Operations as appropriate.

• Guide leaders through performance management cycles, including goal setting, feedback conversations, and performance improvement plans.

• Apply consistent, fair, and compliant practices across the organization.

• Partner with leaders on workforce planning, position management, succession considerations, and role clarity.

• Support organizational changes such as restructures, reporting changes, and role realignments, coordinating with People Operations to ensure accurate execution.

• Assess trends and risks related to turnover, engagement, and workforce capacity.

• Support change initiatives by advising leaders on communication, readiness, and adoption.

• Reinforce organizational values, culture, and engagement strategies through leader coaching and employee interactions.

• Serve as a culture carrier, modeling behaviors that promote trust, accountability, and inclusion.

• Interpret and apply HR policies, employment laws, and organizational practices, escalating complex matters to COEs or legal counsel as appropriate.

• Partner with People Operations to ensure employee relations outcomes are operationalized correctly (e.g., pay actions, leave coordination, job changes).

• Ensure leaders understand “what to do” and “what not to do” in sensitive people matters.

• Collaborate with People Operations to ensure timely and accurate execution of employee lifecycle actions.

• Consult with COEs (Compensation, Benefits, Talent Acquisition, L&D, DEI) on specialized needs and program application.

• Maintain clear role boundaries—HRBP advises and recommends; HR Ops executes; COEs design.

• Use People data and insights (turnover, engagement, performance trends) to inform leader recommendations.

• Partner with People Operations to obtain reports and metrics to support workforce and talent discussions.

• Translate data into actionable insights for leaders.

Requirements

• Bachelor’s degree in Human Resources, Business Administration, or related field; or equivalent experience.

• 4–7 years of progressive HR experience, including direct support of leaders.

• Demonstrated experience handling employee relations, performance management, and change support.

• Working knowledge of federal and state employment laws (FLSA, FMLA, ADA, EEO).

• Experience operating within an HRBP model and partnering with centralized People Operations and COEs.

• Strong interpersonal, coaching, and influencing skills.

Preferred Qualifications

• Experience in healthcare, behavioral health, nonprofit, or other regulated environments.

• HR certification (SHRM-CP/SCP or PHR/SPHR).

• Experience supporting multi-site or frontline workforces.

• Exposure to organizational design or workforce analytics.

Core Competencies

• Consultative Partnership

• Leader Coaching & Influence

• Employee Relations

• Judgment

• Change Management

• Business Acumen

• Emotional Intelligence

• Risk Assessment & Mitigation

• Collaboration Across Functions

Success Measures

• Leader satisfaction and trust within assigned client groups

• Consistent, compliant handling of employee relations matters

• Effective partnership with People Operations and COEs

• Reduced escalation and rework due to clear recommendations

• Positive engagement and retention trends

Working Conditions

• Hybrid or on-site depending on business needs

• Occasional off-hours support for urgent employee relations matters

• Fast-paced environment requiring sound judgment and discretion

Pre-Employment Requirements

• Required pre-employment screenings, which may include background checks, fingerprinting, applicable sex offender registry screenings for Adult Residential roles, and other position-related verifications.

• Driving positions subject to Motor Vehicle Record (MVR) review and valid Utah driver’s license.

EEOC Statement

Odyssey House is an equal-opportunity employer. All aspects of employment, including the decision to hire, promote, discipline, or discharge, will be based on merit, competence, performance, and business needs. We do not discriminate based on race, color, religion, marital status, age, national origin, ancestry, physical or mental disability, medical condition, pregnancy, genetic information, gender, sexual orientation, gender identity or expression, veteran status, or any other status protected under federal, state, or local law.

Pay

$70,000.00/Year