HR Business Partner

Summary
The Human Resources Business Partner (HRBP) partners with business leaders to strengthen team member engagement, performance, workforce planning, and staff development. Serving as the primary HR consultant for assigned departments, the HRBP supports culture, the work environment, staffing, and talent needs while acting as a change agent, champion, and strategic partner. This business-savvy role translates operational objectives into people strategies that build high-performing, unified teams.
The HRBP also collaborates with HR centers of excellence—including Talent Acquisition, Total Rewards, Operations, and Training and Development—to support employees and organizational leaders.
Essential Duties and Responsibilities
Business Strategy

Develop expertise in business objectives, key results, opportunities, and strengths to contribute to action plans that enable unified and high performing teams
Provide recommendations to workforce planning, headcount management and organizational design
Lead effective change management as business needs shift, new technology is implemented, processes are updated, or other business need requires
Analyze human resource metrics to proactively identify negative trends and work collaboratively with leadership to create positive solutions
Partner with Talent Acquisition, Total Rewards, Training & Development, or HR Operations to develop and recommend people strategies to enhance operational effectiveness of assigned departments
Attend and contribute to assigned departments business meetings, sharing in the objectives and key results

Coaching, Compliance, & Employee Relations

Provide HR policy guidance and interpretation
Proactively address, manage, and resolve complex employee relations issues
Provide day-to-day performance management guidance to supervisors and managers (e.g., coaching, counseling, disciplinary actions, terminations)
Review and process all employee changes and termination paperwork, and manage the termination process.
Manage leaves of absences under the Family & Medical Leave Act (FMLA), the Americans with Disabilities Act (ADA) and state laws, and CCM policies
Assist in the development and implementation of personnel policies and procedures and maintenance of employee handbook.

Talent Development

Ensure effective orientation and training for new team members
Conduct focus groups and analysis for continuous improvement
Facilitate and/or provide training to the workforce
Work with leadership in developing department goals and objectives to ensure team members are growing, developing, and in the right seats for future business needs

Data & Analytics

Provide actionable insights to leadership from attrition, exit, training, labor spend to budget, and other data to improve engagement and retention
Leverage HRIS metrics, turnover data, hire quality, future business needs and engagement scores to inform strategic workforce planning
Create reports/dashboards that inform leadership of people data to better inform decision making
Contribute to the exercise and expression of the Ministry’s Christian beliefs
Other duties as assigned

Essential Skills & Abilities

Excellent verbal and written communication skills
Excellent interpersonal and customer service skills
Excellent organizational skills and attention to detail
Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies
Ability to acquire a thorough understanding of the organization’s hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors
Proven ability to translate abstract team workflows into clear, actionable SOPs and visual lifecycle maps.
Proven expertise in workforce planning
Excellent time management skills with a proven ability to meet deadlines
Strong analytical and problem-solving skills
Ability to lead change initiatives and has a passion for innovative HR solutions and process improvements
Ability to objectively coach employees and management through complex and difficult emotional issues
Experience with a rapid and complex changing work environment
Exhibit a professional manner in dealing with others and work to maintain constructive working relationships
Ability to work well with others at varying organizational levels
Ability to multi-task and handle numerous tasks simultaneously
Advanced time management skills
Ability to work well with others and create positive partnerships
Must be able to maintain strict confidentiality
Advanced knowledge of Microsoft Office Suite (Copilot, Teams, Outlook, Excel, Word, PowerPoint, etc.)
Proficient working with HRIS systems

Core Competencies/Demonstrable Behaviors

Action Oriented- Taking on new opportunities and tough challenges with a sense of urgency, high energy and enthusiasm
Plans and Aligns- Planning and prioritizing work to meet commitments aligned with organizational goals
Instills trust- Gaining the confidence and trust of others through honesty, integrity and authenticity
Decision Quality- Making good and timely decisions that keep the organization moving forward
Persuades- Uses compelling arguments to gain the support and commitment of others
Member First – exhibits full commitment to serving members and/or clients by prioritizing their needs first in alignment with our program’s purpose. This commitment is demonstrated through understanding of the program(s), provided through quality and timely service while exercising empathy in every interaction. Every CCM employee shares responsibility to steward resources faithfully, removing barriers to understanding, and creating accessible, connected, and Christ-centered experiences.
Humble – demonstrates Christ-Centered humility by honoring others, accepting feedback, and prioritizing collective success over individual recognition
Hungry – exhibits initiative, perseverance, and commitment to serving God through excellence. Demonstrates passion for personal and organizational growth while diligently advancing the mission of Christian Care Ministry
Smart – shows relational and emotional intelligence, communicates effectively, collaborates harmoniously, and reads social cues with grace and discernment

Education and/or Experience

Bachelor's degree in Human Resources, Business Administration, Organizational Development, or a related field required.
Minimum of 8 years of progressive Human Resources experience, including at least 5 years in an HR Business Partner, Employee Relations, or strategic HR consulting role.
Professional in Human Resources (PHR), Senior Professional in Human Resources (SPHR), SHRM-CP, SHRM-SCP, or other high-level certification preferred.

Supervisory Responsibilities
This job has no direct supervisory responsibilities but does serve as a coach and mentor for other positions.
Travel
This job may require occasional travel.