Human Resources Business Partner

We are hiring for: Human Resources Business Partner Type: Regular If you are a positive and personable individual looking for a satisfying and fun opportunity to make a real difference in the lives of people with intellectual, developmental disabilities, and people facing mental health, and substance use challenges, join our team at RHA Health Services! The Human Resources Business Partner (HRBP) builds strong, collaborative partnerships with operational and organizational leaders to align human capital strategies with business needs.

The HRBP plays an integral role in supporting all aspects of the employee lifecycle within their assigned region, including employee relations, workforce planning, compliance, talent development, and change initiatives. This position leads HR support for acquisitions from due diligence through onboarding and cultural integration. The HRBP works in close partnership with cross-functional HR teams—including Recruiting, Learning & Development, Benefits, the HR Call Center, and the HRIS team—to ensure consistent and effective HR service delivery.

The HRBP is embedded within the business and frequently visits locations to provide on-the-ground support, build relationships, and foster a strong, people-centered culture. DUTIES AND RESPONSIBILITIES: HR Leadership and Business Partnership Partner with business leaders to develop and implement human resources strategies that directly support local and organizational goals. Collaborate on workforce planning, talent development, succession planning, and team structure to support evolving business needs.

Promote performance management processes, coaching, and employee development as ongoing leadership practices. Lead and support change management efforts, fostering a culture of agility, accountability, and continuous improvement. Monitor, analyze, and interpret key HR metrics (e.g., turnover, engagement, performance trends) to guide data-driven decisions and recommend process improvements. Provide guidance and support on common HR functional processes, including FMLA, ADA accommodations, employee leave administration, and application of FLSA rules and exemption classifications.

Perform other duties as assigned. Acquisition Support and Integration Support all phases of acquisitions, including HR due diligence, onboarding of new employees, communication planning, and integration of policies, systems, and culture. Serve as a partner to newly acquired teams and leaders, ensuring a smooth transition and consistent employee experience. Coordinate onboarding, training, benefits enrollment, and system access in collaboration with internal HR partners.

HR Systems and Operational Execution Use knowledge of company systems and the HRIS (Workday preferred) to respond to leader and employee needs, troubleshoot issues, and ensure data accuracy. Lead reorganization and restructuring work by partnering with leadership to update roles, reporting structures, and access within the HRIS. Monitor workforce trends and use HR data to guide planning and identify areas for improvement.

Employee Relations and Compliance Partner with leaders to address employee relations matters, including performance, conduct, and policy concerns. Lead or support investigations and ensure appropriate documentation and resolution. Help maintain compliance with all applicable employment laws and internal HR policies. Field Support and Workforce Engagement Travel frequently to units across the region to support operations through in-person presence, training, hiring events, meetings, investigations, and leadership support.

Build strong working relationships with employees and supervisors to support engagement, accountability, and team alignment. Be a visible, consistent HR presence in the field to support local leaders and teams. Cross-Functional Collaboration Partner with Recruiting to support local hiring needs and workforce planning strategies. Work closely with Learning & Development and E