HR Business Partner (HRBP)

BRIDGES TO CHANGE INC•Portland, OR

6d•Hybrid

About The Position

The full-time HR Business Partner serves as a key member of the senior leadership team, responsible for aligning organizational objectives with leaders and employees to strengthen operations, reduce risk, and cultivate a healthy, engaged workplace culture. This role functions as a strategic advisor and coach to leadership, providing guidance on employment law, organizational policy, and HR best practices to support effective decision-making and workforce excellence. The HR Business Partner oversees critical areas including employee relations, risk mitigation, leave administration, leadership coaching and training, strategic plan implementation, staff engagement initiatives, and compliance with regulatory and organizational standards. Through strong partnership, data-informed insight, and proactive problem-solving, the HR Business Partner advances organizational effectiveness and helps ensure a high-performing, equitable, and supportive work environment across BTC.

Requirements

1-3 years of strategic HR experience, required
Bachelor’s degree in Human Resources or related field, required
State ORCHARDS BCU background check clearance, required
Valid driver’s license, personal vehicle with active registration and liability insurance and acceptable driving record in accordance with Bridge’s to Change’s auto liability policy requirements, required
Computer literacy; proficient ability with Microsoft applications including Excel and PowerPoint, required
Advanced knowledge of federal, state, and local employment laws, along with the ability to interpret and apply statutes, regulations, guidelines, and organizational policies to real-world workplace scenarios
Strong analytical, problem-solving, and critical-thinking skills, with the ability to interpret employment laws and advise leaders on complex employee relations and compliance matters
Demonstrated experience conducting thorough workplace investigations, preparing clear findings, mitigating risk, and guiding leadership on policy application and corrective actions
Advanced knowledge of federal, state, and local employment laws and HR best practices, with the ability to apply them effectively to a wide range of workplace situations.
Exceptional written and verbal communication skills, with the ability to convey complex information clearly, professionally, and appropriately for diverse audiences
Strong coaching, conflict-resolution, and relationship-building abilities, establishing credibility with leaders and staff while supporting performance improvement and organizational change
High level of discretion and professional judgment in handling sensitive employee information, medical data, investigations, and organizational issues
Excellent organizational and time-management skills, with the ability to manage multiple priorities, adapt to shifting needs, and perform effectively in a fast-paced environment
Ability to work independently on complex tasks while contributing effectively to a collaborative, service-oriented HR team and partnering cross-departmentally to support organizational goals
Capacity to maintain accuracy and focus while completing detailed HR tasks, including documentation, compliance reporting, data entry, and leave administration
Demonstrated success working effectively with individuals from diverse backgrounds and contributing to an inclusive, respectful, and culturally responsive workplace environment
Ability to communicate professionally and empathetically with staff, applicants, vendors, and regulatory partners while providing high-quality customer service

Nice To Haves

SPHR or SHRM-SCP certification, strongly preferred
Nonprofit and/or behavioral health industry experience, strongly preferred

Responsibilities

Exercise independent HR judgment and decision-making in overseeing employee-relations matters, guiding leaders through complex workplace issues, high-risk situations, and policy applications.
Establish HR priorities within assigned departments, ensure consistency and quality of practice, and serve as the primary HR authority for escalated concerns, consulting with the CHRO on high-impact, legally sensitive, or organization-wide matters.
Build credibility across the organization as a trusted HR advisor by providing expert guidance, strategic insight, and practical solutions to complex workforce and operational challenges.
Provide coaching and consultation to directors, managers, and staff, supporting effective leadership practices, conflict resolution, performance improvement, and team development.
Interpret and apply employment laws, organizational policies, and HR best practices to guide leaders and staff in consistent, compliant decision-making.
Deliver performance management support, including coaching, counseling, corrective action guidance, career development strategies, communication planning, and leave-related considerations.
Manage and resolve complex employee relations matters through thorough investigations, mediation, complaint resolution, and support for corrective actions, terminations, and other employment-related decisions.
Maintain current knowledge of employment regulations and proactively mitigate legal and organizational risks, escalating high-risk issues to the CHRO or legal counsel when appropriate.
Communicate effectively across multiple platforms including written reports, formal correspondence, training materials, presentations, and sensitive interpersonal interactions.
Support leadership and employees in strengthening morale, engagement, productivity, and retention through proactive interventions and culture-building initiatives.
Identify department and organizational training needs; design, implement, and evaluate training programs that address compliance, skill gaps, leadership growth, and retention.
Administer protected leave programs (FMLA, OFLA, PLO, ADA, Workers’ Compensation, etc.) and provide guidance to staff and managers on eligibility, compliance, and return-to-work processes.
Improve HR operations by optimizing HRIS functionality, automating workflows, and leveraging O365 tools to streamline processes and enhance user experience.
Conduct internal audits and assessments of HR practices; recommend and implement improvements to strengthen compliance, efficiency, and the overall HR function.
Ensure ongoing compliance with federal, state, and local employment laws and HR best practices; review and update policies in collaboration with the CHRO.
Apply an equity lens to all HR decisions and practices, promoting fairness, inclusivity, and alignment with organizational DEI priorities.
Provide strategic leadership by aligning departmental priorities, initiatives, and workflows with organizational goals, mission, and long-term objectives.
Oversee departmental budget planning and resource allocation to ensure financial accountability, operational efficiency, and responsible stewardship of organizational funds.
Identify, assess, and proactively mitigate organizational, compliance, operational, and personnel-related risks to support safe, effective, and sustainable operations.
Lead, develop, and support departmental staff through coaching, performance management, professional development, and fostering a positive, inclusive, and accountable workplace culture.
Represent the organization with professionalism in interactions with stakeholders, community partners, funders, and external agencies, strengthening strategic relationships and advancing organizational interests.
Champion organizational change by providing clear, transparent communication, leading teams through transitions, and ensuring cross-departmental collaboration and alignment in the implementation of new processes and strategic initiatives.
Adhere to organizational policies and procedures, confidentiality regulations, and all applicable federal and state behavioral health standards.

Benefits

11 Paid Holidays
5 Additional Paid Days: 3 Self-Care, 1 Birthday, 1 Personal Holiday
Generous PTO policy and Sabbatical
Employer Paid Medical, Life Insurance, Short Term Disability and Employee Assistance Program
Voluntary Dental, Vision, FSA, Long Term Disability, Critical Illness, Accident Coverage, Hospital Indemnity and Pet Insurance
5% Retirement Match with no waiting period
Quarterly & bonus program
Annual professional development allotment
Mileage reimbursement at federal rate for work related travel
Inclusive workplace culture
Bilingual wage differential