Human Resources Business Partner

RHA Health Services, LLC • Charlotte, NC

12d • Hybrid

About The Position

The Human Resources Business Partner (HRBP) builds strong, collaborative partnerships with operational and organizational leaders to align human capital strategies with business needs. The HRBP plays an integral role in supporting all aspects of the employee lifecycle within their assigned region, including employee relations, workforce planning, compliance, talent development, and change initiatives. This position leads HR support for acquisitions from due diligence through onboarding and cultural integration. The HRBP works in close partnership with cross-functional HR teams—including Recruiting, Learning & Development, Benefits, the HR Call Center, and the HRIS team—to ensure consistent and effective HR service delivery. The HRBP is embedded within the business and frequently visits locations to provide on-the-ground support, build relationships, and foster a strong, people-centered culture.

Requirements

• Bachelor’s degree in Human Resources, Business Administration, or related field required
• Minimum of 5 years of progressive HR experience; prior experience as an HR Business Partner or similar role strongly preferred.
• Proficiency in Microsoft Office (Word, Excel, PowerPoint, Outlook) required
• Strong working knowledge of HRIS systems (Workday preferred), including ability to support transactions, troubleshoot issues, and analyze data.
• Solid understanding of employment law, regulatory requirements, and HR best practices.
• Excellent relationship-building, communication, and problem-solving skills.
• Ability and willingness to travel frequently to regional locations based on business needs up to 50% of the time.

Nice To Haves

• HR certification preferred (e.g., SHRM-CP, SHRM-SCP, PHR, SPHR).

Responsibilities

• Partner with business leaders to develop and implement human resources strategies that directly support local and organizational goals.
• Collaborate on workforce planning, talent development, succession planning, and team structure to support evolving business needs.
• Promote performance management processes, coaching, and employee development as ongoing leadership practices.
• Lead and support change management efforts, fostering a culture of agility, accountability, and continuous improvement.
• Monitor, analyze, and interpret key HR metrics (e.g., turnover, engagement, performance trends) to guide data-driven decisions and recommend process improvements.
• Provide guidance and support on common HR functional processes, including FMLA, ADA accommodations, employee leave administration, and application of FLSA rules and exemption classifications.
• Support all phases of acquisitions, including HR due diligence, onboarding of new employees, communication planning, and integration of policies, systems, and culture.
• Serve as a partner to newly acquired teams and leaders, ensuring a smooth transition and consistent employee experience.
• Coordinate onboarding, training, benefits enrollment, and system access in collaboration with internal HR partners.
• Use knowledge of company systems and the HRIS (Workday preferred) to respond to leader and employee needs, troubleshoot issues, and ensure data accuracy.
• Lead reorganization and restructuring work by partnering with leadership to update roles, reporting structures, and access within the HRIS.
• Monitor workforce trends and use HR data to guide planning and identify areas for improvement.
• Partner with leaders to address employee relations matters, including performance, conduct, and policy concerns.
• Lead or support investigations and ensure appropriate documentation and resolution.
• Help maintain compliance with all applicable employment laws and internal HR policies.
• Travel frequently to units across the region to support operations through in-person presence, training, hiring events, meetings, investigations, and leadership support.
• Build strong working relationships with employees and supervisors to support engagement, accountability, and team alignment.
• Be a visible, consistent HR presence in the field to support local leaders and teams.
• Partner with Recruiting to support local hiring needs and workforce planning strategies.
• Work closely with Learning & Development and Enterprise Learning Facilitators to deliver training and development initiatives.
• Collaborate with Benefits, HRIS, and the HR Call Center teams to resolve employee issues and execute HR processes effectively.
• Contribute to the development and implementation of HR tools, resources, and programs that enhance the employee experience and improve efficiency.
• May supervise Regional HR Coordinators, Learning Coordinators, or other assigned HR team members as needed.

Benefits

• Payactiv: early access to the money you’ve earned from hours you’ve already worked, before payday!
• Employee perks and discount program: to help you save money!
• Paid Time Off (full-time employees only)
• Health/Insurance (full-time employees only)
• 401(k) retirement savings program
• Wellbeing Programs: Physical, Emotional and Financial
• Chronic Disease management programs for hypertension and diabetes (for qualifying employees)
• Training: Free CPR, first aid, and job-specific training opportunities

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level