Human Resources Business Partner
Childrens Aba, Greensboro, NC, United States
Children’s Specialized ABA is designed to address the comprehensive needs of children diagnosed with Autism Spectrum Disorder (ASD). By leveraging the expertise of the Children’s Specialized Hospital Autism Center of Excellence, the program aims to expand access to innovative and compassionate care, empowering children diagnosed with autism to thrive. Children’s Specialized ABA offers home-based, community-based, and center-based ABA therapy.
At Children’s Specialized ABA, we envision a future where every child diagnosed with autism has access to innovative and compassionate care, empowering them to thrive and reach their full potential.
Core Values
Inclusivity : We celebrate the diversity within the Autism spectrum and are committed to creating an inclusive environment that respects and values each person’s individual strengths and differences. Innovation : We foster a culture of creativity and collaboration, exploring new ideas to develop personalized solutions that enhance quality of life for all children with Autism. Connection : We actively engage with the health systems and broader community to coordinate services and care for people with Autism. Quality and Safety : We invest in research and training to provide cutting‑edge, effective, safe, and personalized services tailored to the unique needs of those we serve. Join Us as a Human Resources Business Partner
The Human Resources Business Partner (HRBP) serves as a key HR partner to Clinical and Operational leaders, supporting day‑to‑day people management, employee relations, and engagement initiatives across a multi‑site ABA organization. This role focuses on hands‑on HR partnership, coaching leaders, and ensuring consistent application of HR practices, while also contributing to employee engagement and retention efforts in collaboration with HR leadership. The HRBP operates within a matrix HR structure, partnering closely with both the HR Director and the Director of People Experience & Engagement to support a balanced approach to compliance, employee relations, and workforce experience. Responsibilities
HR Partnership with Clinical & Operational Leaders
Provide day‑to‑day HR guidance to managers, clinical directors, and regional leaders. Coach leaders on employee relations, communication, and performance management. Support consistent application of HR policies and procedures across locations. Assist leaders with difficult employee conversations and workforce changes. Develop and deliver training on core HR topics. Create and implement job aids, toolkits, etc.
Employee Concerns & Workplace Investigations
Receive, assess, and respond to employee concerns, complaints, and workplace issues in a timely and professional manner. Work with employees and managers to understand concerns and support resolution of workplace conflicts. Serve as administrator for internal ethics or reporting systems, ensuring timely triage of concerns. Conduct workplace investigations, under the guidance of HR leadership, related to employee relations matters, including harassment, discrimination, retaliation, policy violations, and field‑based concerns; escalate high‑risk cases to the Director of HR. Interview employees and management, gather evidence, and maintain accurate and confidential documentation. Document investigation findings, outcomes, and recommendations in accordance with company policy and applicable employment laws. Provide findings and recommendations related to corrective action, including termination considerations, in partnership with HR leadership for final determination. Ensure investigations are completed within established internal timelines (target: 3 business days for initial completion or escalation of findings depending on complexity). Partner with HR leadership and legal counsel on high‑risk or complex cases.
Manager & Employee Guidance
Provide coaching and guidance to managers and employees to support early, informal resolution of workplace issues when appropriate. Serve as a trusted advisor on employee relations and performance management (including corrective action and PIPs). Educate supervisors on company policies, workplace expectations, and reporting procedures. Monitor and respond to HR inbox inquiries, escalating matters as needed. Support managers with difficult conversations, performance discussions, and organizational changes in a compliant manner. Support and recommend corrective action, including termination considerations, with final approval by HR leadership.
Performance Management & Annual Review Support
Support annual performance review processes across field and administrative roles. Manage performance documentation within HRIS systems. Coach leaders on performance management best practices, including PIPs and corrective action. Review documentation for consistency, fairness, and compliance across teams. Support performance improvement in partnership with HR leadership.
Policy Interpretation & Compliance
Interpret and apply company policies, employee handbooks, and state‑specific requirements across multiple states. Ensure compliance with federal, state, and local employment laws. Monitor state‑specific employment regulations impacting wage and hour, leave, and disciplinary practices. Partner with HR leadership and legal counsel on complex or high‑risk employee relations matters. Support policy updates and contribute to HR process improvements. Assist with SOP development and HR process improvements.
Documentation & Risk Management
Maintain accurate and confidential employee relations case documentation. Track employee relations cases and support HR leadership in identifying trends or potential systemic issues. Escalate recurring or high‑risk issues to HR leadership. Unemployment management and state‑specific separation submissions. Prepare documentation for audits, compliance reviews, and legal matters. Contribute to the reduction of recurring employee relations issues through proactive support.
Engagement & Retention Support
Support implementation of turnover & engagement assessments and development of action plans. Support leadership through participation in engagement initiatives, employee feedback efforts, and reporting to help identify workforce experience trends. Provide feedback from employees and leaders to inform engagement strategies. Under guidance and direction of the Director of People Experience & Engagement to support execution of culture, engagement, and employee experience initiatives.
What You'll Need
Bachelor’s degree in human resources, business or related field. SHRM‑CP or PHR strongly preferred. 3–5 years of HR experience (HR Generalist or HRBP experience). Experience supporting managers in employee relations or HR advisory capacity. Strong communication and problem‑solving skills. Ability to work in a fast‑paced, multi‑site environment. Work Location & Hours
This is a full‑time position in a hybrid work setting at our Greensboro, NC EI Center. The core hours are 8:30am to 5:00pm. Why Work With Children’s Specialized ABA?
We’re an amazing ABA provider! We take a whole‑child, whole‑caregiver approach. Our integrated model combines ABA therapy with speech, occupational therapy, and behavioral health support. You’ll be part of a deeply collaborative, mission‑driven team. Here’s what you can expect
Up to 24 paid days off in your first year (including PTO, sick time, and holidays); earned on an accrual basis, paid time off increases with tenure. Comprehensive benefits including free medical (for employee, buy‑up for dependent/partner coverage), voluntary dental, vision, short‑term disability, critical illness coverage, and more. Free 50k life insurance policy. Free Employee Assistance Program (EAP). 401(k) retirement savings plan. Company discount program – discounts of amusement parks, memberships, cruises, movie tickets, spas, sports tickets and more. Reasonable Pay Estimate
A reasonable estimate of the pay range for this position is $85,000.00 to $90,000.00 per year. There are numerous factors taken into consideration in determining the actual offered rate of pay, including but not limited to: job‑related qualifications, experience, skills, education, geographic location, and consideration of internal and experience equity. Children’s Specialized ABA provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.
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Inclusivity : We celebrate the diversity within the Autism spectrum and are committed to creating an inclusive environment that respects and values each person’s individual strengths and differences. Innovation : We foster a culture of creativity and collaboration, exploring new ideas to develop personalized solutions that enhance quality of life for all children with Autism. Connection : We actively engage with the health systems and broader community to coordinate services and care for people with Autism. Quality and Safety : We invest in research and training to provide cutting‑edge, effective, safe, and personalized services tailored to the unique needs of those we serve. Join Us as a Human Resources Business Partner
The Human Resources Business Partner (HRBP) serves as a key HR partner to Clinical and Operational leaders, supporting day‑to‑day people management, employee relations, and engagement initiatives across a multi‑site ABA organization. This role focuses on hands‑on HR partnership, coaching leaders, and ensuring consistent application of HR practices, while also contributing to employee engagement and retention efforts in collaboration with HR leadership. The HRBP operates within a matrix HR structure, partnering closely with both the HR Director and the Director of People Experience & Engagement to support a balanced approach to compliance, employee relations, and workforce experience. Responsibilities
HR Partnership with Clinical & Operational Leaders
Provide day‑to‑day HR guidance to managers, clinical directors, and regional leaders. Coach leaders on employee relations, communication, and performance management. Support consistent application of HR policies and procedures across locations. Assist leaders with difficult employee conversations and workforce changes. Develop and deliver training on core HR topics. Create and implement job aids, toolkits, etc.
Employee Concerns & Workplace Investigations
Receive, assess, and respond to employee concerns, complaints, and workplace issues in a timely and professional manner. Work with employees and managers to understand concerns and support resolution of workplace conflicts. Serve as administrator for internal ethics or reporting systems, ensuring timely triage of concerns. Conduct workplace investigations, under the guidance of HR leadership, related to employee relations matters, including harassment, discrimination, retaliation, policy violations, and field‑based concerns; escalate high‑risk cases to the Director of HR. Interview employees and management, gather evidence, and maintain accurate and confidential documentation. Document investigation findings, outcomes, and recommendations in accordance with company policy and applicable employment laws. Provide findings and recommendations related to corrective action, including termination considerations, in partnership with HR leadership for final determination. Ensure investigations are completed within established internal timelines (target: 3 business days for initial completion or escalation of findings depending on complexity). Partner with HR leadership and legal counsel on high‑risk or complex cases.
Manager & Employee Guidance
Provide coaching and guidance to managers and employees to support early, informal resolution of workplace issues when appropriate. Serve as a trusted advisor on employee relations and performance management (including corrective action and PIPs). Educate supervisors on company policies, workplace expectations, and reporting procedures. Monitor and respond to HR inbox inquiries, escalating matters as needed. Support managers with difficult conversations, performance discussions, and organizational changes in a compliant manner. Support and recommend corrective action, including termination considerations, with final approval by HR leadership.
Performance Management & Annual Review Support
Support annual performance review processes across field and administrative roles. Manage performance documentation within HRIS systems. Coach leaders on performance management best practices, including PIPs and corrective action. Review documentation for consistency, fairness, and compliance across teams. Support performance improvement in partnership with HR leadership.
Policy Interpretation & Compliance
Interpret and apply company policies, employee handbooks, and state‑specific requirements across multiple states. Ensure compliance with federal, state, and local employment laws. Monitor state‑specific employment regulations impacting wage and hour, leave, and disciplinary practices. Partner with HR leadership and legal counsel on complex or high‑risk employee relations matters. Support policy updates and contribute to HR process improvements. Assist with SOP development and HR process improvements.
Documentation & Risk Management
Maintain accurate and confidential employee relations case documentation. Track employee relations cases and support HR leadership in identifying trends or potential systemic issues. Escalate recurring or high‑risk issues to HR leadership. Unemployment management and state‑specific separation submissions. Prepare documentation for audits, compliance reviews, and legal matters. Contribute to the reduction of recurring employee relations issues through proactive support.
Engagement & Retention Support
Support implementation of turnover & engagement assessments and development of action plans. Support leadership through participation in engagement initiatives, employee feedback efforts, and reporting to help identify workforce experience trends. Provide feedback from employees and leaders to inform engagement strategies. Under guidance and direction of the Director of People Experience & Engagement to support execution of culture, engagement, and employee experience initiatives.
What You'll Need
Bachelor’s degree in human resources, business or related field. SHRM‑CP or PHR strongly preferred. 3–5 years of HR experience (HR Generalist or HRBP experience). Experience supporting managers in employee relations or HR advisory capacity. Strong communication and problem‑solving skills. Ability to work in a fast‑paced, multi‑site environment. Work Location & Hours
This is a full‑time position in a hybrid work setting at our Greensboro, NC EI Center. The core hours are 8:30am to 5:00pm. Why Work With Children’s Specialized ABA?
We’re an amazing ABA provider! We take a whole‑child, whole‑caregiver approach. Our integrated model combines ABA therapy with speech, occupational therapy, and behavioral health support. You’ll be part of a deeply collaborative, mission‑driven team. Here’s what you can expect
Up to 24 paid days off in your first year (including PTO, sick time, and holidays); earned on an accrual basis, paid time off increases with tenure. Comprehensive benefits including free medical (for employee, buy‑up for dependent/partner coverage), voluntary dental, vision, short‑term disability, critical illness coverage, and more. Free 50k life insurance policy. Free Employee Assistance Program (EAP). 401(k) retirement savings plan. Company discount program – discounts of amusement parks, memberships, cruises, movie tickets, spas, sports tickets and more. Reasonable Pay Estimate
A reasonable estimate of the pay range for this position is $85,000.00 to $90,000.00 per year. There are numerous factors taken into consideration in determining the actual offered rate of pay, including but not limited to: job‑related qualifications, experience, skills, education, geographic location, and consideration of internal and experience equity. Children’s Specialized ABA provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.
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