Senior Human Resources Business Partner

Geode Health of Texas•Chicago, IL

About The Position

Geode Health is a rapidly growing national provider of outpatient mental health services, with a mission to make mental health more accessible, affordable, and effective. The Senior Human Resources Business Partner serves as a strategic advisor to leaders and a trusted resource for team members across a multi-site, multi-state organization, with a focus on Midwest locations. Reporting to the Director, HR Business Partners, this role translates business goals into people strategies that strengthen culture, retain and develop talent, and support compliance as the organization grows. The position combines strategic planning with hands-on execution and partners with senior leaders, including the C-suite, on workforce priorities, employee relations, performance, development, and engagement. The role uses HR metrics to identify trends, risks, and opportunities, and turns those insights into actionable recommendations. It partners with leaders and HR colleagues on workforce planning, learning and development, succession, recognition, belonging, and team member voice. It also leads employee relations investigations and conflict resolution, manages the performance cycle, advises managers and team members, and promotes consistent employment-law compliance and risk management across locations. Compensation is $120,000 annually plus a 20% annual bonus. Estimated earnings are $120,000–$140,000.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field.
7+ years of progressive HR experience, including 5+ years as an HRBP.
Proven experience as an HR leader in a multi-site, multi-state environment.
In-depth knowledge of HR principles, practices, and employment laws across multiple jurisdictions.
Track record of leading employee relations investigations and performance management programs.
Ability to lead people and influence leaders in a dynamic, fast-paced organization.
Effective communication, interpersonal, and problem-solving skills.
Strong collaboration skills with cross-functional teams and senior leadership.
Strong analytical skills, including the ability to interpret HR metrics and tell a clear story with data.
Based in or willing to relocate to the Chicago, IL area, and willing to travel regularly to locations in the Midwest region.

Nice To Haves

Advanced degree in HR or a related field.
SHRM-SCP, SPHR, or equivalent professional certification.
Experience with HRIS platforms and using HR data to inform decisions.

Responsibilities

Partner with the Director, HR Business Partners to develop and execute HR strategies aligned with the company’s mission, vision, and business objectives.
Collaborate with senior leaders to identify people priorities, anticipate workforce needs, and shape initiatives that support organizational growth.
Lead and mentor HR team members in delivering programs and policies that improve engagement, productivity, and retention.
Connect HR priorities and people decisions to operational and financial goals.
Interpret HR metrics, identify trends and root causes, and provide actionable recommendations to leaders.
Anticipate workforce risks, including flight risk, skill gaps, and capacity constraints, and recommend proactive solutions.
Measure the impact of HR programs and adjust them based on results.
Partner with business leaders to define and reinforce the culture, values, and behaviors that drive success.
Partner with leaders, subject matter experts, and the L&D team on learning and development initiatives to close skill gaps and build leadership bench strength.
Collaborate on workforce planning to ensure the right talent, structure, and capabilities to support growth.
Champion recognition, belonging, and team member voice programs across locations.
Partner with HR leadership to build talent development and succession practices that retain high performers.
Advise managers and team members on HR policies, procedures, and best practices.
Lead employee relations matters, including investigations and conflict resolution, with fairness, consistency, and sound documentation.
Respond promptly and effectively to team member concerns, escalating risk where appropriate.
Identify engagement and culture themes from employee relations work and bring them to leaders, including the C-suite, with recommended actions.
Own the performance management cycle, including goal setting, evaluations, and professional development planning.
Coach leaders on feedback, performance management, and team development.
Monitor federal, state, and local employment laws and ensure compliance across locations.
Develop and maintain policies and procedures that reduce HR-related risk and promote ethical conduct and integrity.
Ensure consistent application of policies across sites and states.