PRIMARY DUTIES:
Strategic Partnership
Partner with operational, clinical, and administrative leaders to align HR strategies with organizational and departmental goals.
Provide consultative guidance regarding workforce planning, succession planning, organizational structure, and staffing needs.
Support change management initiatives and organizational development efforts.
Employee Relations and Performance Management
Advise and coach managers on employee relations matters including performance concerns, corrective action, investigations, conflict resolution, and employee engagement.
Ensure consistent application of organizational policies, procedures, and employment practices.
Assist leadership with performance management processes, employee development planning, and accountability measures.
Talent Acquisition and Retention
Collaborate with Talent Acquisition to support recruitment strategies for clinical and non-clinical positions.
Assist leaders in identifying retention strategies and workforce development opportunities.
Support onboarding and integration efforts for new employees and providers.
Compensation and Position Management
Provide support and guidance related to compensation analysis, salary recommendations, internal equity, and position evaluations.
Compliance and Risk Management
Ensure compliance with federal, state, and local employment laws and regulations, including those applicable to healthcare and FQHC environments.
Maintain knowledge of HRSA, OSHA, FLSA, ADA, EEOC, HIPAA, and other regulatory requirements impacting workforce management.
Participate in investigations and documentation related to employee concerns and compliance matters.
Employee Engagement and Culture
Promote a positive workplace culture that aligns with the organization’s mission, vision, and values.
Support employee engagement initiatives, recognition programs, and leadership development efforts.
Encourage diversity, equity, inclusion, and belonging initiatives throughout the organization.
HR Metrics and Reporting
Analyze workforce data and trends including turnover, vacancies, employee relations activity, and compensation data.
Prepare reports and recommendations for leadership to support informed decision-making.
OTHER DUTIES:
PHYSICAL AND MENTAL REQUIREMENTS:
possess a valid Texas driver’s license and appropriate liability insurance
visual and auditory accuracy
shift length - 8 hours
indoor setting
continuous use of computer and calculator
long periods of sitting
frequent use of telephone
continuous repetitive grasping and manipulation of both hands
continuous conversational communication
occasional reaching, walking, squatting, bending, kneeling, twisting and climbing
occasionally carrying, lifting, pushing and pulling of up to 25 lbs.
occasionally working in confined, noisy, dusty areas
frequent use of personal car
understand/carry out simple/detailed, oral/written instructions
memorize and retain instructions
read and interpret detailed specifications
HR BUSINESS PARTNER (HRBP)
REPORTS TO: Director of Human Resources
POSITION SUMMARY:
The Human Resources Business Partner (HRBP) serves as a strategic advisor and partner to leadership. Utilizing best practices aligned with the Society for Human Resource Management (SHRM) competencies and standards, the HRBP supports organizational goals through workforce planning, employee relations, talent management, performance management, leadership coaching, compensation support, and compliance initiatives.
This position collaborates closely with operational and clinical leaders to foster a high-performing, engaged, and compliant workforce that supports the organization’s mission of delivering high-quality, patient-centered healthcare services to underserved communities.
EDUCATION & EXPERIENCE:
Bachelor’s degree in Human Resources, Business Administration, Healthcare Administration, or related field required.
Minimum of 3 years’ of progressive human resources experience required.
Experience supporting employee relations, performance management, and leadership coaching highly desirable.
SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred.
SKILLS:
Strong knowledge of employment law and HR best practices.
Ability to establish effective working relationships with employees and leaders at all organizational levels.
Strong interpersonal, communication, and conflict resolution skills.
Ability to manage multiple priorities in a fast-paced healthcare environment.
Proficient in HRIS systems, Microsoft Office applications, and workforce reporting tools.
Ability to maintain confidentiality and exercise sound judgment.
