CSA Homecare
Human Resources Business Partner (HRBP)
Department: Human Resources Reports To: Executive Leadership / Director of Operations Employment Type: Full-Time
Position Overview The Human Resources Business Partner (HRBP) is responsible for leading and optimizing the day-to-day operations of the Human Resources department across CSA Homecare while serving as a strategic partner to executive leadership. This role ensures continuity of HR operations, workforce compliance, and employee readiness while driving process improvements and supporting organizational growth. The HRBP also assists with organizational expansion initiatives, including the establishment and staffing of CSA Psychiatric Healing Center, ensuring scalable HR infrastructure across service lines.
CSA Homecare – Ongoing HR Operations
Maintain continued HR oversight and operational support for CSA Homecare, ensuring uninterrupted HR services.
Oversee day-to-day HR functions including onboarding, employee records management, compliance tracking, performance support, grievance handling, benefits review, and employee relations.
Serve as a point of contact for leadership and management regarding HR policies, procedures, and workforce concerns.
Ensure CSA Homecare HR operations remain compliant with applicable state, federal, and program-specific regulations.
Support retention initiatives, staff relations, and workforce stability across CSA Homecare service lines.
HR Operations, Grievances & Workflow Oversight
Oversee the daily workflow and operations of the Human Resources department to ensure efficiency, accountability, and accuracy.
Receive, document, investigate, and resolve employee grievances in a fair, timely, and confidential manner.
Ensure grievance processes align with company policy, employment law, and best HR practices.
Manage HR task prioritization, timelines, and deliverables to support business operations.
Process Improvement & Scalability
Evaluate and improve HR processes, policies, and workflows to support organizational growth and scalability.
Identify bottlenecks in hiring, onboarding, HR administration, and grievance resolution and implement process improvements.
Develop and maintain standardized onboarding checklists, workflows, documentation, and grievance procedures.
Monitor onboarding timelines and implement improvements to decrease time-to-clearance and time-to-start.
Onboarding, Orientation & Workforce Readiness
Own and manage the end-to-end onboarding process, from offer acceptance through full clearance.
Plan, coordinate, and conduct new-hire orientation trainings to ensure employees understand company policies, expectations, compliance requirements, and workplace culture.
Ensure all candidates meet required qualifications, credentials, background checks, and compliance standards prior to placement.
Ensure accurate placement of new hires into HRIS, payroll, scheduling, training, compliance, and credentialing systems.
Confirm onboarding and orientation completion before employees are authorized to begin work.
Performance Management, Employee Relations & Benefits
Provide constructive and timely performance evaluations in collaboration with leadership.
Support managers with coaching, corrective action, performance improvement plans, and disciplinary actions.
Handle employee discipline and terminations in accordance with company policy and employment law.
Review employee benefits offerings, enrollment processes, and eligibility to ensure accuracy and compliance.
Serve as a confidential resource for employee relations, grievances, and benefits-related questions.
Compliance & Risk Management
Ensure HR operations comply with federal, state, organizational, and program-specific policies.
Monitor licensing, credentialing, training, and benefits compliance requirements.
Reduce organizational risk by ensuring all employees are fully vetted, documented, onboarded, oriented, and supported.
Organizational Expansion & Strategic Initiatives
Assist executive leadership with the establishment and operational launch of CSA Psychiatric Healing Center.
Support recruitment, onboarding, orientation, and staffing strategies for new programs and clinical operations.
Collaborate with leadership to build scalable HR systems across CSA Homecare and the Psychiatric Healing Center.
Job Architecture & Talent Development
Create, update, and maintain job descriptions for all positions across CSA Homecare and affiliated entities.
Partner with leadership to define roles, reporting structures, performance expectations, and career pathways.
Ensure job descriptions align with regulatory, compensation, and organizational strategy.
Qualifications
Bachelor’s degree in Human Resources, Business Administration, or related field (Master’s preferred).
3–5 years of progressive HR experience in healthcare, homecare, behavioral health, or regulated environments.
Strong knowledge of employment law, grievance handling, benefits administration, and HR compliance.
Experience with HRIS, payroll, onboarding, compliance, and benefits platforms.
Excellent organizational, communication, and conflict-resolution skills.
HR certification (PHR, SPHR, SHRM-CP/SCP) preferred.
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Position Overview The Human Resources Business Partner (HRBP) is responsible for leading and optimizing the day-to-day operations of the Human Resources department across CSA Homecare while serving as a strategic partner to executive leadership. This role ensures continuity of HR operations, workforce compliance, and employee readiness while driving process improvements and supporting organizational growth. The HRBP also assists with organizational expansion initiatives, including the establishment and staffing of CSA Psychiatric Healing Center, ensuring scalable HR infrastructure across service lines.
CSA Homecare – Ongoing HR Operations
Maintain continued HR oversight and operational support for CSA Homecare, ensuring uninterrupted HR services.
Oversee day-to-day HR functions including onboarding, employee records management, compliance tracking, performance support, grievance handling, benefits review, and employee relations.
Serve as a point of contact for leadership and management regarding HR policies, procedures, and workforce concerns.
Ensure CSA Homecare HR operations remain compliant with applicable state, federal, and program-specific regulations.
Support retention initiatives, staff relations, and workforce stability across CSA Homecare service lines.
HR Operations, Grievances & Workflow Oversight
Oversee the daily workflow and operations of the Human Resources department to ensure efficiency, accountability, and accuracy.
Receive, document, investigate, and resolve employee grievances in a fair, timely, and confidential manner.
Ensure grievance processes align with company policy, employment law, and best HR practices.
Manage HR task prioritization, timelines, and deliverables to support business operations.
Process Improvement & Scalability
Evaluate and improve HR processes, policies, and workflows to support organizational growth and scalability.
Identify bottlenecks in hiring, onboarding, HR administration, and grievance resolution and implement process improvements.
Develop and maintain standardized onboarding checklists, workflows, documentation, and grievance procedures.
Monitor onboarding timelines and implement improvements to decrease time-to-clearance and time-to-start.
Onboarding, Orientation & Workforce Readiness
Own and manage the end-to-end onboarding process, from offer acceptance through full clearance.
Plan, coordinate, and conduct new-hire orientation trainings to ensure employees understand company policies, expectations, compliance requirements, and workplace culture.
Ensure all candidates meet required qualifications, credentials, background checks, and compliance standards prior to placement.
Ensure accurate placement of new hires into HRIS, payroll, scheduling, training, compliance, and credentialing systems.
Confirm onboarding and orientation completion before employees are authorized to begin work.
Performance Management, Employee Relations & Benefits
Provide constructive and timely performance evaluations in collaboration with leadership.
Support managers with coaching, corrective action, performance improvement plans, and disciplinary actions.
Handle employee discipline and terminations in accordance with company policy and employment law.
Review employee benefits offerings, enrollment processes, and eligibility to ensure accuracy and compliance.
Serve as a confidential resource for employee relations, grievances, and benefits-related questions.
Compliance & Risk Management
Ensure HR operations comply with federal, state, organizational, and program-specific policies.
Monitor licensing, credentialing, training, and benefits compliance requirements.
Reduce organizational risk by ensuring all employees are fully vetted, documented, onboarded, oriented, and supported.
Organizational Expansion & Strategic Initiatives
Assist executive leadership with the establishment and operational launch of CSA Psychiatric Healing Center.
Support recruitment, onboarding, orientation, and staffing strategies for new programs and clinical operations.
Collaborate with leadership to build scalable HR systems across CSA Homecare and the Psychiatric Healing Center.
Job Architecture & Talent Development
Create, update, and maintain job descriptions for all positions across CSA Homecare and affiliated entities.
Partner with leadership to define roles, reporting structures, performance expectations, and career pathways.
Ensure job descriptions align with regulatory, compensation, and organizational strategy.
Qualifications
Bachelor’s degree in Human Resources, Business Administration, or related field (Master’s preferred).
3–5 years of progressive HR experience in healthcare, homecare, behavioral health, or regulated environments.
Strong knowledge of employment law, grievance handling, benefits administration, and HR compliance.
Experience with HRIS, payroll, onboarding, compliance, and benefits platforms.
Excellent organizational, communication, and conflict-resolution skills.
HR certification (PHR, SPHR, SHRM-CP/SCP) preferred.
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