Human Resources Business Partner (59028)

Position Summary

The Human Resources Business Partner serves as a strategic and hands-on partner to assigned programs, facilities, and departments. The role builds strong relationships with leaders and employees, translates organizational priorities into practical people strategies, and delivers consistent day-to-day HR support. The HR Business Partner uses data, policy, sound judgment, and knowledge of employment and labor requirements to identify needs, advise stakeholders, recommend appropriate action, and support implementation of decisions approved by the Chief Human Resources Officer or another authorized leader.

Scope of authority. This position is advisory and operational. It does not have final authority to approve employment actions, compensation, policy exceptions, organizational changes, settlements, or other material HR decisions. The HR Business Partner gathers facts, evaluates options, provides recommendations, coordinates approved actions, and escalates matters in accordance with Phoenix House New York policy and the CHRO's direction.

Essential Duties and Responsibilities

• Builds trusted partnerships with assigned leaders and maintains a regular cadence of meetings to understand program priorities, workforce needs, employee concerns, and operational risks.

• Connects business needs with Phoenix House New York's people strategy by identifying trends, surfacing risks, recommending solutions, and supporting approved workforce initiatives.

• Uses workforce data and HR metrics, including vacancies, turnover, retention, attendance, employee relations activity, and engagement indicators, to identify patterns and recommend practical interventions.

• Advises and coaches managers on performance expectations, feedback, attendance, conduct, employee development, conflict management, and application of HR policies, while escalating matters that require approval or higher-level review.

• Receives and assesses employee relations concerns; conducts timely, thorough, impartial, and well-documented fact-finding or workplace investigations as assigned; presents findings and recommendations to the CHRO or authorized decision-maker.

• Evaluates proposed corrective actions for consistency, proportionality, documentation, past practice, applicable collective bargaining obligations, organizational risk, and Phoenix House New York's commitment to balancing accountability with compassion.

• Prepares recommendations and coordinates implementation only after required approval is obtained.

• Provides policy guidance and consistent interpretation, identifies situations requiring clarification or an exception, and refers proposed policy changes or exceptions to the CHRO for determination.

• Partners with Talent Acquisition and hiring leaders on approved staffing plans, recruitment priorities, candidate processes, onboarding, and vacancy management; monitors progress and escalates barriers.

• Supports organizational design, position management, workforce planning, succession planning, retention, and change initiatives by gathering information, assessing impact, and presenting recommendations for approval.

• Partners with HR colleagues on compensation reviews, job changes, promotions, transfers, offers, and other employee transactions; verifies supporting information and facilitates approved actions without independently setting or approving terms.

• Identifies leadership, team, and individual development needs; coordinates with Learning and Development resources; and monitors whether approved interventions achieve intended outcomes.

• Supports labor relations activities, including contract administration, grievance preparation, information gathering, meeting coordination, and implementation of approved strategies, in partnership with the CHRO, legal counsel, and designated leaders.

• Maintains current knowledge of applicable federal, New York State, and local employment laws and regulations; identifies potential compliance concerns and promptly escalates legal or high-risk matters.

• Maintains accurate, timely, and confidential documentation in HR systems and personnel records and supports audits, reporting, and compliance activities.

• Collaborates across the HR team to provide consistent service, share information appropriately, strengthen HR practices, and ensure effective follow-through on assigned matters.

• Models professional, respectful, and compassionate communication, particularly when addressing conflict, accountability, or sensitive employee matters.

• Performs other related duties as assigned within the scope of the position.

Core Competencies

• Strategic partnership and business acumen	• Sound judgment and critical evaluation
• Relationship management and credibility	• Compassionate accountability and emotional intelligence
• Professional communication and executive presence	• Consultation, coaching, and influence without authority
• Equity, cultural awareness, and ethical practice	• Conflict resolution and crisis management
• Data analysis and problem-solving	• Collaboration, discretion, and professional boundaries
• Operational excellence, initiative, and follow-through