Regional Human Resources Business Partner (HRBP)

Behavioral Innovations•Addison, TX

3d•Hybrid

About The Position

The Regional HRBP is a key member of a high-performing, dynamic Human Resources team accountable for delivering business results in a high growth, fast-paced organization. As a cultural ambassador, this role will work with senior leaders and clinical staff to diagnose issues, suggest and implement solutions, and manage risk. The HRBP’s talent and expertise in the areas of employee relations, organizational effectiveness, retention strategy, and interpretation of HR policy and process will provide clarity, improve collaboration, and build commitment at all levels. This position will support center operations in multiple locations and states. The position interacts with managers, corporate HR team, and Regional Directors to facilitate and coordinate best practices in areas of people operations and general HR policy and practice. This position will report to the HR Director.

Requirements

Bachelor’s degree preferred; equivalent professional experience may be substituted for education, education may be substituted for experience, or a combination of the two may be considered.
At least 3 years of employee relations experience supporting hourly non-exempt workforce.
PHR/SPHR strongly preferred.
Significant experience in supporting business operations in a multi-unit environment in a fast-paced, high-growth environment.
Experience with investigating employee relations issues and strong knowledge of federal/state and local regulations.
Demonstrated background in providing expertise in leave of absence issues in the areas of FMLA, ADAA, and workers compensation.
Background in supporting field business operations and a geographically distributed workforce.
Proficient in Microsoft Office (Excel, PowerPoint, Outlook, Word).
Ability to multi-task successfully and prioritize HR matters.
Flexible, efficient, organized, Effective communicator (both written and verbal), and patient.
Sense of urgency & energized by a challenge.
Enjoy a fast-paced, team-oriented environment.

Responsibilities

Listen and engage with managers to provide objective and consistent HR advice.
Coach, support, and educate managers in handling employee relations issues.
Coach, support and educate managers in identifying, developing, and retaining high performers.
Responsible for managing day-to-day HR support for center operations.
Partner with the Leave Management Specialist on complex leave and accommodation cases within assigned regions; provide field context and serve as a strategic consultant to regional and center leaders on ADA interactive processes, while the LMS retains case ownership.
Participate in developing HR strategies to support a rapidly growing company.
Champion the administration of company programs in the areas of culture, benefits, wellbeing performance management, and more.
Maintain efficient and effective communication with managers and directors.
Actively listen to employees to provide resolution to issues and concerns and resolve in a consistent and fair manner.
Provide feedback for HR best practices and updates to HR policy and process.
Analyze trends and metrics with the HR team and use data to inform decision-making.
Work closely with management and employees to improve working relationships, build engagement and increase productivity and retention.
Recommend new HR strategies, programs, or interventions.
Achieve annual turnover for BT/RBTs and BCBAs through targeted retention programs and field HRBP partnership.
Drive measurable improvement in employee retention within assigned region(s) through proactive partnership with Regional Directors and center-level leaders.
Resolve assigned employee relations cases within published SLAs, with documentation that meets the standard set by the HR Manager and consistent application of policy.
Build manager capability through coaching and reinforcement of HR Manager-led training; demonstrate year-over-year reduction in repeat tactical issues that route to the HRBP for resolution.
Maintain consistent field presence across assigned region(s) through scheduled site visits, with visit cadence and outcomes reported to the Director of HR on an established schedule.
Partner with the Leave Management Specialist on complex leave and accommodation cases - providing field context and serving as a strategic consultant to leaders, while the LMS retains case ownership.
Build trusted partnerships with regional leadership; serve as a credible HR voice in operating reviews, talent discussions, and people-related decisions.