HR Business Partner

Human Resources Business Partner (HRBP)

Location: Remote
Travel: 25%
Reports To: VP, Human Resources
CONTRACT 1099

Position Summary

The Human Resources Business Partner serves as the primary HR partner for various ARS clients. This position works closely with Facility Directors and Leadership, and department managers to build high-performing teams, strengthen culture, improve retention, ensure compliance, and support operational success.

The ideal candidate is a proactive problem solver who can balance strategic thinking with day-to-day execution and is comfortable working in a fast-paced, mission-driven healthcare environment.

Essential Duties and Responsibilities

Human Resources Business Partnership

• Serve as the primary Human Resources partner for Wise Path Recovery Centers' West Virginia operations.


• Build trusted relationships with Executive Directors, Clinical Directors, Nurse Leaders, and department managers.


• Partner with leaders on workforce planning, organizational design, staffing strategies, succession planning, and employee engagement initiatives.


• Provide coaching and guidance related to leadership effectiveness, accountability, communication, and team development.


• Support organizational growth, change management, and culture-building initiatives.

Talent Acquisition & Workforce Planning

• Lead the full-cycle recruitment process for all facility and leadership positions, including sourcing, screening, interviewing, offer development, and onboarding.


• Develop and execute recruiting strategies to attract high-quality clinical, medical, operational, and support staff.


• Partner with hiring managers to identify workforce needs and develop proactive staffing plans.


• Manage candidate pipelines and recruitment metrics to ensure timely hiring and workforce stability.


• Coordinate employment branding, job postings, recruitment events, community outreach, and workforce partnerships.


• Monitor vacancy trends, turnover patterns, and recruiting effectiveness, making recommendations for improvement.

Onboarding & Employee Experience

• Oversee the onboarding experience for all newly hired team members.


• Ensure completion of pre-employment requirements, orientation, compliance training, and onboarding milestones.


• Partner with facility leadership to create a positive and engaging new hire experience.


• Monitor onboarding effectiveness and retention outcomes for newly hired team members.


• Support employee engagement initiatives and recognition programs that promote retention and organizational culture.

Employee Relations

• Conduct workplace investigations and recommend appropriate resolutions.


• Advise leaders on employee performance concerns, corrective action, coaching, and separation decisions.


• Ensure consistent application of company policies and employment practices.


• Facilitate conflict resolution and promote a respectful, professional workplace culture.


• Support leaders in managing complex employee relations matters while minimizing organizational risk.

Performance Management & Leadership Development

• Facilitate annual performance review processes and talent development initiatives.


• Assist leaders with goal setting, performance expectations, accountability planning, and career development.


• Support performance improvement plans and employee development efforts.


• Identify leadership development opportunities and coordinate training initiatives.


• Analyze workforce data and provide recommendations to improve performance and retention.

Compliance & Risk Management

• Ensure compliance with federal, state, and local employment laws and regulations.


• Support Joint Commission standards, state licensing requirements, OSHA regulations, and accreditation readiness activities.


• Conduct personnel file audits and ensure employment documentation is maintained accurately and timely.


• Assist with policy development, implementation, and training.


• Support investigations, corrective action planning, and risk mitigation initiatives.

Compensation, Benefits & HR Administration

• Support compensation reviews, market analysis, and internal equity assessments.


• Partner with leadership on salary recommendations and workforce budgeting.


• Assist with benefits administration and employee education regarding available benefit programs.


• Utilize BambooHR, ADP, and other HR systems to maintain accurate employee records and reporting.


• Support leave administration, payroll coordination, offboarding, and employee lifecycle management.


• Analyze workforce metrics and provide data-driven recommendations to leadership.

Additional Responsibilities

• Participate in facility leadership meetings and operational planning sessions.


• Support special projects, acquisitions, new program launches, and organizational growth initiatives.


• Travel regularly between Morgantown and Williamson facilities to provide on-site HR support and leadership presence.

Minimum Qualifications

• Bachelor's degree in Human Resources, Business Administration, Organizational Leadership, or related field.


• Minimum of 3 years of progressive Human Resources experience.


• Minimum of 3 years supporting leaders in an HR Business Partner, HR Manager, or comparable role.


• Strong knowledge of employee relations, investigations, performance management, and employment law.


• Experience advising managers and leaders on complex workplace issues.


• Proficiency with HRIS systems and Microsoft Office applications.

Preferred Qualifications

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


• Healthcare, behavioral health, substance use disorder treatment, or hospital experience.


• Multi-site HR support experience.


• Experience supporting Joint Commission-accredited organizations.


• Experience supporting organizations across multiple states.

Work Environment & Travel

• Hybrid position based in Morgantown, WV or the greater Pittsburgh, PA area.


• Regular travel to Morgantown and Williamson facilities is required.


• Approximately 20% travel depending on operational needs.


• Occasional evening and weekend availability may be necessary to support facility operations.


• Ability to sit, stand, walk, and travel between facilities as needed.