Sr HR Business Partner

Hope Network Careers•Grand Rapids, MI

3d•Hybrid

About The Position

Senior HR Business Partner We are all equally human. Join us. At Hope Network , over 2,800 compassionate professionals serve individuals across 280+ locations statewide—each playing a vital role in creating powerful comebacks. Whether through hands-on care or essential behind-the-scenes support, every team member contributes to a greater purpose: transforming lives. â¶ï¸ Watch how we create comebacks. Why Join Our Team? We’re proud to offer a robust and meaningful benefits package to support your career growth and overall well-being: Medical, Vision, & Dental Care 403(b) Retirement Plan Paid Time Off Educational Reimbursement Career-Pathing Paid Training Employee Referral Bonus With your help, we can take on the challenges, the barriers, the statistics, and the seemingly impossible.

Requirements

Bachelor’s degree in a related field or equivalent experience required.
Valid Michigan driver’s license with acceptable driving record.
Five or more years of broad, progressive HR experience required.
Minimum 3 years of supervisory experience.

Nice To Haves

PHR/SHRM-CP or SPHR/SHRM-SCP preferred.
Experience in a medium to large, multi-divisional corporate setting preferred.
Prior labor relations experience preferred.
Experience leading large, cross-functional projects.
Experience supporting remote or distributed locations.

Responsibilities

Demonstrate a consistent, dependable, and strategic presence as a senior HR leader.
Supervise and develop assigned HR staff, including succession planning, coaching, and performance management.
Partner directly with the Executive Director and senior leadership to design and implement strategic HR initiatives aligned with service line and enterprise goals.
Act as a strategic advisor on long-term workforce planning, organizational design, and change management; help employees understand and navigate change.
Lead complex employee relations matters, ensuring consistent policy application, timely resolution, and a fair, inclusive workplace culture.
Manage dispute resolution at all levels.
Apply advanced critical thinking to ensure equitable outcomes.
Leverage data analytics to identify workforce risks, assess leadership capabilities, and inform strategic HR decisions; present trends to senior leadership.
Lead workforce management strategies that align talent needs with long-term business plans and operational scalability.
Partner with Learning & Development to design leadership development and workforce training strategies that foster growth and high performance.
Collaborate with Compensation leadership to advise on competitive pay structures, internal equity, and retention strategies.
Support wage banding and market-based pay initiatives.
Review job descriptions and compensation recommendations.
Champion equity in hiring, compensation, and advancement; modernize job descriptions and analyze exit data to drive engagement and retention improvements.
Serve as a transformational culture leader, modeling ethical leadership and reinforcing organizational values.
Apply systems thinking to organizational challenges, fostering cross-functional collaboration and reducing siloed decision-making.
Monitor compliance with organizational policies, labor laws, accreditation standards, and EEO/AAP/MDCR requirements.
Serve as a key HR liaison to Corporate Counsel during litigation involving adverse employment actions.
Provide strategic input to HR budget planning and manage the HR component of the service line budget.
Travel regularly to sites and programs across the state.