Human Resources Strategic Business Partner

LENBROOK SQUARE FOUNDATION INC•Brookhaven, GA

12d•Onsite

About The Position

Reporting to the Vice President of Human Resources, the Human Resources Strategic Business Partner (HRSBP) serves as an integral member of Lenbrook’s HR team, providing strategic and operational HR support across an assigned portfolio of departments within Lenbrook and/or Menders by Lenbrook, a for-profit home healthcare subsidiary. Acting as a key liaison between HR and business operations, the HRSBP partners with leaders and cross-functional HR teams to develop and execute people strategies that support organizational effectiveness and business performance. The HRSBP operates at both strategic and tactical levels, advising leaders on complex workforce matters while maintaining ownership of the detailed administrative responsibilities necessary to ensure HR operations are timely, accurate, compliant, and aligned with organizational needs.

Requirements

Minimum of 5 years of progressive HR experience with demonstrated success in HR business partnering, employee relations, performance management, and organizational development.
Proven ability to think critically and creatively to solve complex workforce and organizational challenges.
Strong interpersonal skills with the ability to quickly build trusted relationships and influence staff, leaders, and cross-functional teams at all levels.
Comprehensive knowledge of federal, state, and local labor and employment laws, regulations, and best practices to ensure compliance and mitigate risk.
Experience in the healthcare or senior living industry is preferred, with an understanding of industry-specific workforce challenges.
Serves as an HR leader and role model, ensuring compliance with organizational policies, procedures, and ethical standards while promoting a positive workplace culture.
Exceptional organizational skills, attention to detail, and demonstrated follow-through in managing multiple priorities, deadlines, documentation requirements, and employee matters.
Strong proficiency in Microsoft Office, including Outlook, Word, Excel, and PowerPoint.
Experience working with HRIS and applicant tracking systems; Paycom experience preferred.
Demonstrates organizational Core Values; Respect, Integrity, Teamwork, and Excellence in all interactions and decision-making.
Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field is typically required.
5+ years of progressive HR experience, including HR business partnering, HRIS management, or compensation and total rewards program administration.
Experience in workforce analytics, HR technology implementation, and data-driven decision support.
Exposure to compensation strategy, salary structure design, and market benchmarking.
Experience advising leadership and managers on employee relations, performance management, and organizational development.
Previous experience in healthcare, senior living, or complex service-based environments is highly desirable.

Nice To Haves

A Master’s degree or HR certification (e.g., SHRM-SCP, SPHR) is preferred.
Paycom experience is preferred.
Experience in the healthcare or senior living industry is preferred, with an understanding of industry-specific workforce challenges.
Previous experience in healthcare, senior living, or complex service-based environments is highly desirable.

Responsibilities

Provide strategic and operational HR guidance to leaders across assigned departments on workforce planning, organizational development, employee engagement, and change management initiatives.
Partner with leaders to identify workforce needs, talent gaps, retention concerns, and organizational priorities and develop appropriate HR solutions.
Analyze workforce trends and available HR data to identify areas of opportunity and support business decisions.
Support succession planning, talent assessments, career development, and other initiatives designed to strengthen organizational capability and leadership pipelines.
Serve as a trusted advisor to leaders and associates on employee relations, performance management, workplace concerns, and the consistent application of HR policies and practices.
Manage employee relations matters from initial concern through resolution, including conducting investigations, gathering and documenting relevant information, preparing summaries, and recommending appropriate actions.
Guide managers through coaching, corrective action, performance improvement plans, goal setting, performance reviews, and other performance management processes.
Prepare, review, maintain, and track employee relations and performance documentation to ensure appropriate and timely follow-through.
Partner with leadership on involuntary separations and other sensitive employment actions, ensuring appropriate documentation, approvals, communication, and coordination.
Manage the day-to-day HR administrative responsibilities for assigned departments (approximately 300 employees), ensuring employee matters and HR transactions are completed accurately, timely, and consistently.
Prepare, review, process, and maintain employee documentation related to hires, transfers, promotions, compensation changes, status changes, corrective actions, separations, and other employment actions.
Maintain accurate employee information within the Human Resources Information System (HRIS) and ensure system transactions are completed accurately and timely; Paycom experience is preferred.
Maintain organized and accurate HR documentation and records in accordance with organizational practices and applicable recordkeeping requirements.
Coordinate and track HR-related deadlines, approvals, documentation, and follow-up activities to ensure matters are brought to completion.
Support compensation and annual HR processes, including merit, incentive, performance review, and other organization-wide initiatives as assigned.
Prepare reports, summaries, correspondence, employee communications, and other HR documentation as needed.
Conduct routine audits and follow-up to identify missing documentation, outstanding actions, or areas requiring correction.
Serve as a primary HR point of contact for assigned departments, responding to day-to-day leader and associate questions and ensuring timely resolution or escalation when appropriate.
Partner with Talent Acquisition and department leaders to support workforce planning, recruitment priorities, candidate selection, and other staffing needs.
Support the onboarding and integration of new associates within assigned departments and follow up with leaders to address onboarding concerns or gaps.
Partner with Learning & Development and department leaders to identify training and development needs that support associate growth, leadership effectiveness, and organizational performance.
Reinforce HR-related training, policies, processes, and expectations through ongoing leader coaching and support.
Support organizational restructures, position changes, department redesigns, and other change initiatives, including the administrative coordination and documentation necessary to implement approved changes.
Participate in HR projects and identify opportunities to improve HR workflows, processes, communication, documentation, and service delivery.
Partner with appropriate HR team members when system or process changes are needed while maintaining responsibility for business-side execution and follow-through.
Promote consistent application of HR policies, procedures, practices, and applicable employment requirements across assigned departments.
Advise leaders and associates regarding HR policies and procedures and escalate complex legal or compliance matters as appropriate.
Support HR audits, investigations, compliance activities, and required documentation.
Monitor assigned HR matters to ensure required actions, documentation, and follow-up are completed within established timelines.
Perform other duties and HR administrative responsibilities as assigned.