HR Business Partner

Agape Care Group•North Charleston, SC

5h•Remote

About The Position

Become a HR Business Partner with Agape Care Group! Do you thrive on building partnerships, solving problems, and helping leaders bring out the best in their teams? We are looking for a Human Resources Business Partner (HRBP) who is committed to supporting our employees and leaders with professionalism, compassion, and a strong strategic mindset. As an HRBP, you will partner closely with assigned business units to align people strategies with operational goals, provide guidance on complex employee relations matters, and help foster a positive, productive, and compliant work environment. In this role, you will advise leaders on performance management, workforce planning, development opportunities, and organizational effectiveness. You will also interpret policies, support employment actions such as promotions and transfers, analyze HR trends and metrics, and lead thorough and objective investigations. Your partnership will be key in building morale, strengthening engagement, and supporting retention across the organization. You will ensure all HR practices meet legal and regulatory requirements while maintaining a strong understanding of the business unit’s goals, culture, and future workforce needs. You may also identify training needs, collaborate with Learning & Development, and help evaluate the effectiveness of programs and initiatives. (Remote) And just like all of our team members, our HR Business Partners have access to Agape Care’s supportive leadership team, professional development resources, and meaningful opportunities for growth and advancement.

Requirements

Exceptional verbal and written communication skills.
Strong interpersonal and relationship-building capabilities with a customer-focused approach.
Excellent organizational skills, attention to detail, and the ability to manage multiple priorities.
Strong understanding of employment laws, regulations, and HR policies; ability to apply them appropriately and consistently.
Ability to understand organizational structure, job architecture, compensation programs, and HR operations.
Demonstrated ability to meet deadlines and adapt in a fast-paced environment.
Strong analytical and problem-solving skills with sound judgment.
Proficient in Microsoft Office Suite and HR systems.
Minimum of 8 years of progressive HR experience, including significant experience resolving complex employee relations issues.
Broad knowledge of HR disciplines including compensation, organizational development, employee relations, diversity, performance management, and federal/state employment laws.
Bachelor’s degree in Human Resources Management or related degree required.
SHRM-CP or SHRM-SCP certification preferred, or ability to obtain certification within one year of hire.

Nice To Haves

UKG HRIS Software Experience preferred.

Responsibilities

Conducts regular meetings with assigned business units to understand talent needs, workforce trends, and operational challenges.
Provides strategic HR consultation and coaching to leaders on organizational development, performance management, employee relations, and talent strategies.
Analyzes HR metrics and trends to recommend proactive solutions, programs, and policies that support business goals.
Manages and resolves complex employee relations matters; conducts impartial, thorough investigations and provides clear recommendations.
Maintains expert knowledge of federal and state employment laws and organizational policy requirements; partners with Legal as needed to mitigate risk and ensure compliance.
Guides leaders through performance management activities including coaching, corrective actions, career development planning, and recognition strategies.
Supports cultural and organizational effectiveness by fostering strong employee relationships, improving morale, and driving retention initiatives.
Provides interpretation of HR policies, ensuring consistency and fairness across the business.
Develops offer terms and supports employment actions including new hires, promotions, and internal transfers.
Contributes to workforce planning, restructuring efforts, and succession planning to ensure long-term organizational readiness.
Identifies training needs within assigned units and partners with Learning & Development to implement aligned solutions; monitors and evaluates training effectiveness.
Supports international assignment processes when applicable.
Performs additional related duties as required.