HR Business Partner

MnTC•Minneapolis, MN

19d•$80,000 - $90,000

About The Position

Play an important and strategic role in human resources and employee relations. Be the backbone of hope and healing. At Minnesota Adult & Teen Challenge, every role matters in helping people overcome addiction and find a new path forward. Whether you’re working directly with clients or supporting behind the scenes, your contributions make recovery possible. In return, we offer a values-driven workplace, supportive managers, and opportunities to grow. That commitment has earned us recognition from Newsweek as a Best Addiction Treatment Center and seven straight Star Tribune Top Workplace awards. This position can sit in Twin Cities Metro OR Rochester Job Summary The HR Business Partner (HRBP) serves as a strategic and operational partner to assigned programs, departments, and facilities, aligning employment practices with organizational goals, regulatory requirements, and service delivery needs. This role provides consultative HR leadership in a regulated residential and outpatient substance use disorder treatment environment, with a strong focus on employee engagement, performance management, compensation, employee relations, and compliance. The HRBP ensures consistent application of HR policies and practices, mitigates organizational risk, and supports a culture grounded in compassion, accountability, and respect. Essential Job Responsibilities: To perform this job successfully, an individual must be able to perform each essential job duty satisfactorily. The essential functions include the following:

Requirements

Bachelor’s degree in Human Resources, Business Administration, or related field
At least 5 years of progressive HR generalist/business partner experience, including significant employee relations responsibility
Strong knowledge of employment law and HR best practices
Ability to travel between facilities to support assigned groups and facilities, as needed.
Commitment to MnTC’s culture of honor and core values, including compassion, respect, integrity, servanthood, and trust
Ability to manage sensitive and confidential matters with discretion and sound judgment
Strong detail orientation and organizational skills, with the ability to prioritize, manage multiple projects, and meet deadlines
Ability to build strong, trusting relationships with leaders and across teams
Excellent coaching, conflict resolution, and communication skills
Strong investigative and documentation skills
High emotional intelligence, adaptability, and resilience
Commitment to mission-driven work and employee well-being
Prolonged periods sitting at a desk and working on a computer.

Nice To Haves

HR certification (SHRM-CP/SHRM-SCP, PHR/SPHR), preferred
Previous experience in nonprofit, healthcare, behavioral health, or licensed residential treatment settings
Experience supporting regulated, multi-site operations in a matrixed organization
Previous experience with UKG HRIS system, preferred

Responsibilities

Serve as the primary HR partner and trusted advisor for assigned programs, departments and facilities, attend leadership meetings and ensure consistent application of HR policies and practices.
Partner with executive, program, and operational leaders to support implementation of program and department priorities and align HR strategies with organizational goals, licensing requirements, and service delivery needs.
Utilize consultative approach to coach leaders on performance management, corrective action, documentation, and terminations.
Conduct employee relations investigations, including allegations related to relapse, misconduct, complaints and policy violations.
Ensure timely, thorough, and legally sound documentation to mitigate risk for all employee relations matters.
Ensure compliance with federal, state, and local employment laws across all assigned programs, departments and facilities.
Support compliance with licensing standards applicable to residential and outpatient treatment programs, including background studies, staff qualifications, training requirements, and all employment related Minnesota DHS guidelines.
Partner with Compliance and Program leaders on regulatory audits and inquiries.
Support workforce planning, organizational design, and leadership development initiatives.
Lead change management initiatives, assisting teams in navigating growth and transitions effectively to minimize disruption.
Provide guidance to leaders by interpreting employment-related policies and assessing potential risks, helping them make informed decisions.
Identify ways to improve HR policies and procedures in support of organizational goals.
Provide guidance on compensation administration and employee changes; process employee change requests in HRIS as appropriate.
Collaborate with Talent Acquisition to support hiring needs throughout the recruitment process.
Support onboarding processes to ensure consistency and compliance.
Partner with Learning & Development to identify and support training needs for supervisors and staff.
Assist with team development and team building for assigned programs, departments and facilities.
Provide guidance to leaders and employees regarding compensation practices, job classifications, and internal equity across the organization.
Administer leave of absence processes (FMLA, state paid leave, workers’ compensation, ADA accommodations) for assigned programs, departments and facilities.
Support employee engagement initiatives and employee feedback processes for assigned programs, departments and facilities.
Support MnTC’s Christian philosophy and ministry approach to serving clients and organizational operations.
Balance compassion with accountability while supporting employee well-being and organizational standards.