General Description

As the Human Resources Business Partner (HRBP), you will be a key player in aligning our human resources initiatives with the Center's objectives and goals. The HRBP will have an emphasis in recruiting, onboarding, and will play a key role in shaping the Center's talent strategy. You will collaborate with leadership across various departments, providing HR guidance and support to ensure that our workforce remains skilled, engaged, and aligned with the Center's mission and vision. Your primary responsibility will be to lead the full cycle recruitment process, from sourcing and screening candidates to assisting with job offers. Additionally, you will work on various HR initiatives to enhance the overall human resource function. This position requires a high level of autonomy and sound judgment, working under limited supervision while collaborating closely with HR and Center leaders.

Education, Training, and Experience

• A bachelor's degree in human resources, Business, or a related field is preferred. However, candidates currently pursuing a degree or certification in Human Resources or a related discipline will also be considered in lieu of a completed degree.
• Two years' experience in human resources or related field required.

Registration, Certification, Licensure, and Other Qualifications

• Must have and maintain a background and criminal history free from any disqualifying offenses as outlined by the Texas Administrative Code (TAC) and the Health and Human Services Commission (HHSC).
• Must possess and maintain a valid driver's license and automobile insurance.
• Individuals with an out-of-state driver's license must be able to obtain a driver's license in the state of Texas within thirty (30) days.
• Successful completion of all position-specific training within thirty (30) days of employment is required.

Knowledge, Skills, and Abilities

• Knowledge of the principles and practices of human resources management such as employment, compensation, classification, employee relations, benefits, workers' compensation, or organizational development; and of federal, state, and local laws and regulations governing personnel activities. Proficient reading, writing, grammar, and mathematics skills in the English Language; interpersonal relations and communicative skills.
• Skill in oral and written communication, in conducting interviews, in using computers and human resources related software applications, and in handling multiple tasks and prioritizing. Skills and ability to operate common office equipment, personal computer with advanced word processing, spreadsheet, data entry, and database management.
• Proven experience with full-cycle recruitment, with a strong emphasis on sourcing and selection.
• Must have the ability to explain policies and procedures to staff and the public, train others, maintain confidential and sensitive information, develop, and analyze human resource processes, establish, and maintain effective working relationships with applicants, employees, and the public and to communicate effectively. Very high attentiveness to details and accuracy of information processing. Ability to proofread. Ability to learn new or revised regulations.
• Ability to be courteous and tactful when dealing with difficult people. High sense of responsibility & ability to work effectively both independently and within a team. Ability to solve practical problems and deal with a variety of concrete variables in situations where only limited standardization exists. Daily activities include frequent interruptions. Regular and punctual attendance is required.
• Understanding and practice of Trauma Informed Care (TIC) principles.
• Ability to display regular and reliable (in-person, if required) attendance.
• Understanding and practice of Trauma Informed Care principles.

Essential Duties

The following list outlines key responsibilities for the position; however, it is not exhaustive and does not encompass all responsibilities. Additional duties may be assigned as needed.

1. Maintaining Day to Day Operations and Being a Team Player

• Provides General Human Resources support to all departments, in person, via email and via phone.
• Main HR line is answered during working hours by HR staff.
• All emails and voicemails are returned within one (1) business day or escalated to the appropriate member of ELT. All calls regarding upcoming interviews will be routed to the appropriate supervisor.
• Even in tough situations phone calls, emails and other verbal and written communication are always handled with the utmost professionalism.
• Able to serve as back-up to the other HR Business Partner during times of absence.

2. Recruitment

• Develop and implement recruitment strategies to attract and retain talent.
• Manage the end-to-end recruitment process, including job postings, candidate sourcing, and selection.
• Build and maintain relationships with external recruiting agencies, job boards, local universities, local colleges, and the Texas Workforce Commission (TWC).
• Conduct regular reviews of interview questions provided by managers.
• Schedules & Attends Job Fairs for the Center. Works with supervisors to ensure the promotion of appropriate positions.
• Collaborate with supervisors to create and update job descriptions, ensuring alignment with organizational needs and role expectations

3. Business Partnership

• Collaborate with department supervisors and directors to understand their staffing needs.
• Provide HR expertise and guidance to support the achievement of departmental objectives.
• Help leaders identify talent gaps and develop plans to address challenges and support successes.
• Work with the HR Director and Chief HR Officer to ensure recruiting efforts align with the Center's mission, values, and strategic plan.
• Analyze HR metrics including but not limited to, headcount, turnover, compensation, employee engagement, talent acquisition, learning, workforce planning and development, productivity and effectiveness of supervisors.

4. Onboarding and Orientation

• Responsible for managing the end-to-end process of onboarding new applicants, guiding them seamlessly through the transition to new employee orientation.
• Assist the Learning & Development Department with New Employee Orientation, paperwork, training, and integration into the Center's culture.

5. Employee Relations

• Assist in managing employee relations issues.
• Offer guidance, conflict resolution, and coaching to resolve workplace conflicts effectively.

6. Credentialing & Re-Credentialing Process

• Ensures timely credentialing and re-credentialing of all licensed and credentialed staff. Including but not limited to Qualified Mental Health Professionals (QMHP-CS), Qualified Intellectual Disability Professionals (QIDP), Community Services Specialists (CSS), Quality Assurance Specialists (QA), Quality Management Specialists (QM), Crisis Intervention Specialists (CIS), Peer Providers, Family Partners, and all providers.
• Maintains thorough documentation for credentialing and re-credentialing in each employee's personnel file, adhering to established requirements.
• Works in collaboration with the Training & Development Manager to oversee the timely completion and updating of mandatory training for both new hires and existing staff, ensuring fulfillment before staff credentialing or re-credentialing.
• Collaborates with credentialing specialists and Management Information Systems (MIS) to promptly secure approval for credentialing and ensure timely uploading into essential systems.

7. HR Initiatives

• Participate in the development and implementation of HR policies and procedures.
• Support performance management and appraisal processes.
• Partner with leaders to assess, interpret, and act on engagement data to improve team morale and retention.
• Administer and maintain badge access throughout the employee lifecycle, including onboarding, role changes, and offboarding for Center employees, contractors, and interns.

8. Participates in the Center's Zero Suicide Initiative.

• Supports individuals experiencing a crisis by promptly connecting them with appropriate Center programs, such as the Mobile Crisis Outreach Team (MCOT), Psychiatric Triage, Crisis Prevention services, and/or other applicable resources. Ensure seamless coordination to facilitate timely intervention.
• Remains with individuals, when deemed safe, to provide support and maintain a calm environment until specialized crisis staff or emergency personnel arrive to take over intervention efforts. Adheres to safety protocols to prevent escalation of the crisis situation.
• Participates in debriefing sessions with the immediate supervisor or designated staff following a crisis event. Collaborate with the team to review the incident, identify lessons learned, and ensure all HHSC guidelines and Center policies are followed.