Human Resources Business Partner

Clarvida - Corporate•Nashville, TN

16d•$82,000 - $90,000•Hybrid

About The Position

The Human Resources Business Partner (HRBP) serves as a strategic, proactive partner to Operations leaders across a multi-state behavioral healthcare and human services organization. This role strengthens manager effectiveness, retention outcomes, team health, and organizational execution by shifting the People function from reactive response to prevention and strategic enablement. This HRBP supports a regional pod across multiple states and balances strategic partnership with practical execution support. The role builds strong leader relationships, diagnoses cross-market patterns, and ensures consistent adoption of Clarvida’s people practices. Success requires managing competing priorities across markets, strong coordination skills, and driving clarity on ownership and escalation pathways so work is appropriately directed to Employee Relations, LOA/ADA, HR Operations, Learning & Development, and Talent Acquisition.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or related field (or equivalent experience)
5+ years of progressive HR experience including leader coaching and multi-stakeholder partnership
Demonstrated ability to influence without authority and partner effectively with senior leaders
Working knowledge of employment practices and risk awareness in a multi-state environment
Strong communication, executive presence, problem-solving, and change leadership skills

Nice To Haves

HR Business Partner experience in healthcare, behavioral health, human services, or other highly regulated multi-site environments
Experience supporting leaders through organizational change, growth, or turnaround conditions
SHRM-CP, SHRM-SCP, PHR, SPHR, or related certification
Demonstrated ability to use data and metrics to drive practical interventions and improved outcomes

Responsibilities

Partner with assigned Operations leaders to understand business priorities and translate them into actionable people plans including staffing, capability, team health, and execution cadence
Establish a consistent partnership rhythm to anticipate people needs, reduce surprises, and improve execution
Act as a trusted advisor to leaders on organizational decisions including team structure, role clarity, spans and layers, and readiness for growth
Establish a predictable operating rhythm with each market or leader group (typically biweekly) and adjust cadence during peak change, growth, or elevated risk
Create a clear prioritization view across the regional pod so leaders understand the top people priorities and next actions each month
Coach managers on leadership practices that reduce preventable escalation and turnover including expectations setting, feedback, documentation discipline, and accountability
Partner with Learning & Development to identify capability gaps and drive adoption of manager training programs while reinforcing standards through day-to-day coaching
Support performance management by helping leaders set clear expectations and take timely action without owning performance cycle administration
Use workforce patterns including turnover drivers, hotspots, supervisor capability gaps, and early-tenure attrition signals to diagnose root causes and drive practical interventions
Partner with HR Operations and People Analytics to interpret trends and convert insights into actionable leader behaviors
Support retention initiatives such as stay interviews, team health actions, and onboarding readiness loops in partnership with designated owners
Diagnose patterns across markets and scale pragmatic interventions across the regional pod
Support cross-market consistency efforts including standard expectations, manager practices, and enterprise program adoption while respecting market nuances
Coordinate with Employee Relations, LOA/ADA, HR Operations, Learning & Development, Talent Acquisition, and Legal/Compliance to ensure complex matters are handled consistently and efficiently
Partner with Employee Relations specialists on escalation prevention while Employee Relations leads investigations and determinations
Partner with LOA/ADA specialists to plan operational impacts and staffing contingencies while specialists manage compliance workflows and documentation
Partner with HR Operations and Shared Services to ensure policy questions and transactions follow standardized workflows and service level agreements, escalating exceptions as appropriate
Support leaders through organizational change including restructures, policy rollouts, system implementations, and new processes with clear communication and stakeholder alignment
Identify recurring operational friction points and collaborate with HR Operations and Centers of Excellence to simplify workflows and improve service delivery