HR Business Partner

Oak Hill/Gilead•Middletown, CT

4d•Onsite

About The Position

Oak Hill is looking for an experienced and strategic Human Resources Business Partner (HRBP) to join our team and help shape the future of our workforce. This is more than a traditional HR role. As an HR Business Partner, you will work closely with organizational leaders to understand business priorities, identify root causes, and develop people strategies that strengthen employee engagement, retention, performance, leadership development, and organizational effectiveness. You’ll serve as a trusted advisor to leaders—bringing strong business acumen, thoughtful HR expertise, and a solutions-focused approach to complex workforce challenges. You will partner across Human Resources and with our Centers of Excellence (COEs) to deliver integrated strategies that support both our employees and the organization’s mission.

Requirements

Bachelor’s degree (BA/BS) in Human Resources, Business, Organizational Development, or a related field required.
5–10 years of progressive HR experience, including experience as an HR Generalist, Employee Relations Specialist, HR Business Partner, or similar role.
Strong business acumen and the ability to connect people strategies to organizational outcomes.
Demonstrated experience coaching leaders and navigating complex employee relations matters.
Strong analytical, problem-solving, communication, and relationship-building skills.
Ability to manage confidential and sensitive information with sound judgment and professionalism.
Strong process orientation with the ability to manage multiple priorities and projects in a fast-paced environment.

Nice To Haves

Experience in healthcare, human services, education, or a similarly complex organization is strongly preferred.

Responsibilities

Build strong, consultative relationships with organizational leaders and develop a deep understanding of the business and the populations we serve.
Partner with leaders to identify current and future talent needs and develop short- and long-term people strategies.
Challenge leaders to look beyond symptoms and understand the root causes impacting organizational and employee outcomes.
Identify and implement HR strategies that maximize employee and organizational performance.
Partner with HR colleagues and Centers of Excellence to develop and execute integrated HR solutions.
Develop and implement strategies that strengthen employee engagement, retention, recognition, and organizational culture.
Analyze workforce trends and develop targeted action plans to address turnover, vacancies, performance, and employee engagement.
Partner with leaders to identify behaviors and practices that should be reinforced to create a stronger employee experience.
Support employee career development, succession planning, and development strategies for high-potential and mid-career employees.
Serve as a trusted coach and advisor to leaders on employee relations, performance management, talent development, and organizational change.
Equip managers with effective tools and strategies for coaching, providing feedback, and managing performance.
Advise leaders on learning and development opportunities and support implementation of employee development plans and succession plans.
Participate in career counseling and employee feedback conversations.
Advise leaders on employee relations matters, progressive discipline, performance concerns, compliance, investigations, and workplace issues.
Lead complex and sensitive investigations by gathering and analyzing information, establishing fact-based conclusions, and presenting findings to appropriate levels of leadership.
Conduct employee relations, ethics, and compliance investigations, including interviews and fact gathering.
Maintain appropriate tracking and documentation of employee relations matters and respond to employee and manager inquiries.
Support job elimination and termination processes with professionalism, consistency, and compliance.
Proactively gather, interpret, and present HR metrics and workforce analytics to help leaders make informed business decisions.
Analyze data related to performance, attrition, hiring, vacancies, employee engagement, workforce losses, and other key indicators.
Partner with leaders to identify trends, anticipate workforce challenges, and develop data-driven solutions.
Coach leaders through organizational change and help teams successfully navigate evolving business needs.
Partner with leadership on workforce planning, organizational development, employee engagement, performance management, and change initiatives.
Lead cross-functional and organization-wide projects focused on improving HR practices, policies, and the employee experience.
Recommend new or modified policies, programs, and practices related to workforce planning, employee relations, leadership development, recognition, engagement, performance management, and compensation.
Oversee the delivery of local onboarding and orientation programs.
Partner with leaders and HR teams to ensure employees have a positive and engaging experience from hire through their career with Oak Hill.