HR Business Partner

Ascension Recovery Services•Pittsburgh, PA

9h•Hybrid

About The Position

Wise Path Recovery Centers is seeking an experienced Human Resources Business Partner (HRBP) passionate about people, leadership, and organizational excellence to support its growing operations in West Virginia. The mission centers on integrated behavioral health and addiction treatment through evidence-based, high-quality clinical care. This role serves as a strategic partner to operational leaders while remaining hands-on in supporting employee relations, talent management, compliance, workforce planning, and organizational development. The HRBP will be the primary HR partner for Wise Path Recovery Centers' West Virginia operations, working closely with Facility Directors, Leadership, and department managers to build high-performing teams, strengthen culture, improve retention, ensure compliance, and support operational success. The ideal candidate is a proactive problem solver comfortable in a fast-paced, mission-driven healthcare environment.

Requirements

Bachelor's degree in Human Resources, Business Administration, Organizational Leadership, or related field.
Minimum of 3 years of progressive Human Resources experience.
Minimum of 3 years supporting leaders in an HR Business Partner, HR Manager, or comparable role.
Strong knowledge of employee relations, investigations, performance management, and employment law.
Experience advising managers and leaders on complex workplace issues.
Proficiency with HRIS systems and Microsoft Office applications.

Nice To Haves

SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
Healthcare, behavioral health, substance use disorder treatment, or hospital experience.
Multi-site HR support experience.
Experience supporting Joint Commission-accredited organizations.
Experience supporting organizations across multiple states.

Responsibilities

Serve as the primary Human Resources partner for Wise Path Recovery Centers' West Virginia operations.
Build trusted relationships with Executive Directors, Clinical Directors, Nurse Leaders, and department managers.
Partner with leaders on workforce planning, organizational design, staffing strategies, succession planning, and employee engagement initiatives.
Provide coaching and guidance related to leadership effectiveness, accountability, communication, and team development.
Support organizational growth, change management, and culture-building initiatives.
Lead the full-cycle recruitment process for all facility and leadership positions, including sourcing, screening, interviewing, offer development, and onboarding.
Develop and execute recruiting strategies to attract high-quality clinical, medical, operational, and support staff.
Partner with hiring managers to identify workforce needs and develop proactive staffing plans.
Manage candidate pipelines and recruitment metrics to ensure timely hiring and workforce stability.
Coordinate employment branding, job postings, recruitment events, community outreach, and workforce partnerships.
Monitor vacancy trends, turnover patterns, and recruiting effectiveness, making recommendations for improvement.
Oversee the onboarding experience for all newly hired team members.
Ensure completion of pre-employment requirements, orientation, compliance training, and onboarding milestones.
Partner with facility leadership to create a positive and engaging new hire experience.
Monitor onboarding effectiveness and retention outcomes for newly hired team members.
Support employee engagement initiatives and recognition programs that promote retention and organizational culture.
Conduct workplace investigations and recommend appropriate resolutions.
Advise leaders on employee performance concerns, corrective action, coaching, and separation decisions.
Ensure consistent application of company policies and employment practices.
Facilitate conflict resolution and promote a respectful, professional workplace culture.
Support leaders in managing complex employee relations matters while minimizing organizational risk.
Facilitate annual performance review processes and talent development initiatives.
Assist leaders with goal setting, performance expectations, accountability planning, and career development.
Support performance improvement plans and employee development efforts.
Identify leadership development opportunities and coordinate training initiatives.
Analyze workforce data and provide recommendations to improve performance and retention.
Ensure compliance with federal, state, and local employment laws and regulations.
Support Joint Commission standards, state licensing requirements, OSHA regulations, and accreditation readiness activities.
Conduct personnel file audits and ensure employment documentation is maintained accurately and timely.
Assist with policy development, implementation, and training.
Support investigations, corrective action planning, and risk mitigation initiatives.
Support compensation reviews, market analysis, and internal equity assessments.
Partner with leadership on salary recommendations and workforce budgeting.
Assist with benefits administration and employee education regarding available benefit programs.
Utilize BambooHR, ADP, and other HR systems to maintain accurate employee records and reporting.
Support leave administration, payroll coordination, offboarding, and employee lifecycle management.
Analyze workforce metrics and provide data-driven recommendations to leadership.
Participate in facility leadership meetings and operational planning sessions.
Support special projects, acquisitions, new program launches, and organizational growth initiatives.
Travel regularly between Morgantown and Williamson facilities to provide on-site HR support and leadership presence.