Senior Human Resources Business Partner

Geode Health•Chicago, IL

5d•$120,000 - $140,000

About The Position

Geode Health is a rapidly growing national provider of outpatient mental health services whose mission is to make mental health more accessible, affordable, and effective. The Senior Human Resources Business Partner will serve 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 during organizational growth. The role combines strategic partnership with hands-on execution. The Senior HRBP leads complex employee relations matters, guides performance and development programs, and partners with the C-suite on engagement initiatives. Responsibilities also include using workforce data to identify trends and risks, supporting workforce planning and talent development, reinforcing organizational culture, and ensuring consistent HR policies and employment-law compliance across locations.

Requirements

Bachelor's degree in Human Resources, Business Administration, or a related field.
At least 7 years of progressive HR experience, including at least 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, Illinois 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, including turnover, retention, engagement survey results, absenteeism, time-to-fill, and performance distribution, to identify trends and root causes.
Translate workforce data into actionable recommendations for leaders and connect people trends to business outcomes.
Anticipate workforce risks such as 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 that 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 all 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 present 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 providing feedback, managing performance, and developing their teams.
Monitor federal, state, and local employment laws and ensure compliance across all 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.