HR Business Partner

Overview

Enhabit is a leading provider of home health & hospice services, dedicated to improving the quality of life for our clients in the comfort of their own homes. We're seeking a talented HR Business Partner to join our team and contribute to our mission of improving lives.

 

As a member of our human resources team, you'll play a crucial role in maintaining exceptional HR support and services, making a meaningful impact on the lives of our clients and our team members.

 

Why Join Us? At Enhabit, we pride ourselves on providing best-in-class HR guidance and services. If you're a dedicated professional with a passion for providing exceptional HR support and services, we want to hear from you! Apply now to be part of our dynamic team and make a difference in the lives of our clients and our team members.

 

The position may be filled in a hybrid capacity, in our Dallas office, or in a remote capacity where the company operates.

Responsibilities

Serves as a strategic partner aligned with leaders in assigned business units or functions and owns the HR strategy for that group. Provides expert HR advice and support. Fosters a positive work culture, supports leadership development, employee engagement and retention. Works with the business leaders to tackle the most pressing opportunities and challenges at a strategic level and successfully partners with the business leaders to create value for the business.

• Builds relationships with business leaders to offer leadership on organizational and people-related strategy and execution.
• Understands the business strategy and identifies opportunities to increase alignment with the strategy by helping business leaders identify, prioritize and build organizational capabilities, behaviors, structures, and processes.
• Engages and collaborates with business leaders to understand their goals and challenges and offer HR strategies that support business objectives.
• Work with leaders on enhancing the quality of leaders and managers, building skills and capabilities of the workforce, and ensuring succession bench strength.
• Diagnose gaps between current and desired organization performance and implement actions to resolve gaps, including organization redesign, process change, and coaching or training.
• Review key business performance targets and their related talent implications with business leaders.
• Review and utilize human capital with business leaders to help improve key performance human capital and business performance metrics.
• Act as a liaison between business units, HR operations, and centers of excellence to ensure HR services are aligned with business unit needs.
• Coach senior leaders to improve leadership abilities, relationships among team/individuals, and interpersonal communications, as well as to deliver effective performance feedback.
• Support organizational change initiatives, ensuring effective communication and smooth transitions.
• Address employee concerns and grievances timely, offering recommendations for a fair and consistent approach to conflict resolution and documenting actions taken.
• Provides business leaders with advice regarding management of complex employee relations concern or performance/behavior concerns and documenting actions taken.
• Lead complex investigations related to allegations of discrimination, harassment, retaliation, wage and hour, and other potentially high-risk claims, recommending suitable corrective action.
• Reviews positive background check and drug or alcohol screen results; provide guidance to supervisors on the continued employability of the impacted employee, in accordance with state and federal regulations and Enhabit policy.
• Monitor legislative updates and changes to employment laws, regulations and case law, to ensure the employee handbook, and the company, is up to date and complaint with local, state, and federal regulations.

Qualifications

• Required to have Bachelor's Degree in, human resources, business administration, or related field or at least seven years of equivalent work experience is considered in lieu of degree requirements.
• Required to have minimum five of years demonstrated experience in human resources role, responsible for leading complex investigations and recommending corrective actions, related to allegations of discrimination, harassment, retaliation, wage and hour, and other potentially high-risk claims.
• Required to have demonstrated previous experience with state and federal employment, wage, and hour laws and regulations.
• Required to have demonstrated experience in an employee-facing role, or in a customer service role.
• Required to hav