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

Qualifications

Education and Experience

• Bachelor's degree in human resources, business administration, organizational leadership, or a related field preferred; an equivalent combination of education and relevant experience may be considered.

• At least five years of progressive human resources experience, including substantial experience advising managers and addressing complex employee relations matters.

• Working knowledge of employee and labor relations, performance management, recruitment, compensation practices, organizational development, workforce planning, diversity and inclusion, and applicable federal, New York State, and local employment laws.

• Experience supporting a unionized, healthcare, behavioral health, human services, or nonprofit environment preferred.

Licenses and Certifications

PHR, SPHR, SHRM-CP, or SHRM-SCP certification preferred.

Required Knowledge Skills and Abilities

• Excellent written, verbal, interpersonal, consultation, and customer-service skills.

• Ability to build trust, listen actively, ask effective questions, and influence decisions without relying on positional authority.

• Ability to analyze facts, policy, data, precedent, and risk and present balanced, clearly supported recommendations.

• Ability to handle sensitive information with discretion and maintain appropriate confidentiality and professional boundaries.

• Strong organization, attention to detail, time management, documentation, and follow-through, with the ability to manage competing priorities and meet deadlines.

• Ability to understand Phoenix House New York's programs, structure, positions, qualifications, compensation practices, and administrative processes.

• Proficiency with Microsoft Office, HR information systems, applicant-tracking systems, and related technology.

Work Environment

This position operates primarily in an indoor office and program environment and routinely uses standard office equipment. The role requireS travel among Phoenix House New York locations and flexibility to respond to time-sensitive employee and operational matters.

Physical Demands

The physical demands described here are representative of those required to perform the essential duties of the position. Reasonable accommodations may be made to enable qualified individuals with disabilities to perform the essential functions. The role regularly requires sitting, communicating, and using a computer and other office equipment; it may also require standing, walking, stooping, kneeling, crouching, and lifting or moving up to 30 pounds.

Equal Employment Opportunity  Phoenix House New York is an equal opportunity employer.