Human Resources Business Partner

Overview

The Human Resources Business Partner (HRBP) provides onsite HR leadership and support for a community, serving as the key liaison between the centralized HR function and local community leadership. Reporting directly to the Corporate HR Director and working closely with the Executive Director, the HRBP supports a wide range of HR functions including team member relations, compliance, performance management, workers’ compensation, leaves of absences, team member engagement, and culture-building.

This role is hands-on, ensuring that HR practices are aligned with company policies while being responsive to the unique needs of the community.

• Site-Based HR Leadership
  • Serves as the primary HR presence at the community, fostering a positive, respectful, and inclusive workplace culture.
  • Partners with the Executive Director to align HR initiatives with community operational goals and resident care priorities.
  • Represents the HR function in local leadership and departmental meetings.
  • Supports change management efforts by preparing team members, communicating updates, and assisting leaders through transitions.
  • Participates in the Manager on Duty rotation providing management coverage for the Community on weekends and holidays.
• Employee Relations & Compliance
  • Provides guidance to supervisors and team members on HR policies, procedures, and employee relations matters.
  • Conducts or assists with investigations, conflict resolution, and disciplinary actions, consulting with the HR Director as appropriate.
  • Ensures compliance with employment laws and regulations (e.g., FMLA, ADA, OSHA, HIPAA), and support readiness for audits or surveys.
  • Applies strong discretion in managing sensitive issues, escalating information to key leaders only when necessary and appropriate.
• Onboarding & Retention
  • Facilitates effective onboarding and orientation experiences for new hires.
  • Follows established recruitment SOPs, partnering with the Corporate Recruiter and Hiring Managers to ensure an efficient process and a positive, consistent candidate experience.
  • Spearheads employee engagement activities to strengthen organization culture and team member experience.
  • Monitors retention trends and recommends strategies to improve team member satisfaction and reduce turnover.
• Performance Management & Development
  • Supports managers in goal setting, coaching, and managing performance.
  • Assists in identifying development needs and coordinating training initiatives in collaboration with corporate HR.
  • Supports workforce planning, succession planning, performance reviews, and internal mobility efforts.
  • Analyzes employee survey feedback and areas for improvement in partnership with the Executive Director and Associate Executive Director.
• HR Operations & Data Management
  • Maintains accurate team member records, ensures timely HRIS updates, and oversees required documentation (e.g., licensure, certifications).
  • Generates reports related to staffing, turnover, compliance, and team member metrics as needed.
  • Manages Workers’ Compensation reporting, required logs, and ongoing communication with Corporate HR for all active cases.
  • Leads the Community Safety Committee by collecting, reviewing, and sharing safety and health information, while keeping informed of updates to OSHA requirements.
  • Complies with all company policies, procedures, and applicable laws, including HIPAA and the Code of Conduct, completing required training and reporting concerns promptly.

• Bachelor’s degree in Human Resources, Business, or demonstrated equivalent professional experience required.
• 3–5 years of progressive HR experience.

• Experience in senior living, healthcare, or long-term care environments highly preferred.
• HR certification (PHR, SPHR, SHRM-CP, SHRM-SCP) preferred.

Location:

Ardenwoods
Date Created/Last Evaluated:
February 2026