HRBP

The Guild for Human Services•Concord, MA

39d

About The Position

Job Summary: The Human Resources Business Partner (HRBP) serves as a trusted advisor to assigned program leadership, providing high-quality support in employee relations, talent acquisition, engagement, and performance management. The HRBP will regularly travel to multiple worksites across Massachusetts to build relationships, support managers, and ensure consistent application of HR policies and practices. We are looking to fill two HRBP roles, each will have a specific organization-wide specialty. One will be focused on Engagement & Retention/Recruitment Strategy overseeing initiatives to attract, engage, and retain top talent. The second position will specialize Leadership Support and Organizational Compliance.

Requirements

High ethical standards, strong judgment, and proven ability to handle confidential and sensitive information.
Proactive problem solver who can recognize issues early and develop effective, collaborative solutions.
Exceptional verbal and written communication skills; capable of influencing and building trust at all levels of the organization.
Strong active listening skills and empathy in employee interactions.
Ability to balance strategic initiatives with hands-on operational tasks.
Self-directed and independent, while also excelling in collaborative environments.
Highly organized, adaptable, and able to prioritize multiple tasks in a fast-paced environment.
Comfortable with frequent travel to multiple locations, sometimes on short notice.
Bachelor's degree in Human Resources, Business Administration, or a related field.
4+ years of progressive HR experience, including onboarding, benefits, payroll, employee relations, performance management, investigations, and coaching.
Strong interpersonal, conflict resolution, and facilitation skills.
Valid driver's license and ability to travel to various sites across Massachusetts as required.

Responsibilities

Partner with managers on workforce planning, talent acquisition, onboarding, performance management, and employee relations.
Provide proactive HR guidance to improve organizational effectiveness, engagement, and retention.
Maintain a visible presence at assigned program sites, traveling regularly to engage with employees and leadership in person
Support an additional program to ensure transparency, continuity. and adequate HR coverage.
Ensure compliance with all applicable employment laws and organizational policies.
Analyze turnover, engagement, and performance data; identify trends and recommend strategies for improvement.
Collaborate with HR colleagues to deliver seamless support to employees and managers.
Design and oversee consistent, equitable hiring processes.
Lead recruitment branding and outreach strategies to attract diverse and qualified talent.
Develop and maintain interview guides and selection tools to support fair, consistent hiring decisions.
Monitor hiring metrics and provide data-driven recommendations for improvement.
Lead the employee engagement survey process, analyze results, and partner with leaders on action planning.
Oversee stay and exit interview programs, tracking trends and making recommendations to improve retention.
Collaborate with HRBPs to develop and implement organization-wide retention strategies.
Server as the primary HR resource for leadership coaching on compliance, workforce management and employee relations.
Conduct needs assessments to identify manager development priorities.
Partner with the Professional Development team to integrate manager training into the annual learning plan.
Develop and maintain HR-focused toolkits, templates and reference guides to help managers navigate employee relations, performance management and compliance.
Stay current on relevant employment laws, regulations and internal policies update leadership resources accordingly.