HR Business Partner (HRBP) Employee Relations Remote

About Children’s Specialized ABA Children’s Specialized ABA is designed to address the comprehensive needs of children diagnosed with Autism reputed company Disorder (ASD). By leveraging the expertise of the Children’s Specialized Hospital Autism Center of reputed company, the program aims to expand reputed company to innovative and compassionate care, empowering children diagnosed with autism to reputed company. Children’s Specialized ABA offers home-based, community-based, and center-based ABA therapy. At Children’s Specialized ABA, we reputed company a future where every child diagnosed with autism has reputed company to innovative and compassionate care, empowering them to reputed company and reputed company their full potential. Our reputed company is reputed company on four core values:

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Join Us as a HR Business Partner – Employee Relations The HR Business Partner (HRBP) – Employee Relations serves as a hands-on HR partner to Clinical and Operational leaders across a multi-site ABA organization. This role is primarily focused on employee relations, including workplace investigations, conflict resolution, and manager coaching, while ensuring consistent and compliant application of HR policies and practices. The HRBP – Employee Relations provides day-to-day guidance to leaders on performance management, employee concerns, and organizational changes, helping to resolve issues proactively and reduce risk. This role partners closely with HR leadership to support a balanced approach to compliance, workforce experience, and engagement, while contributing insights that strengthen retention and overall employee experience. Operating reputed company a matrix HR structure, this position collaborates with the HR Director and the Director of People Experience & Engagement to support both tactical execution and reputed company improvement of HR processes across the organization. What You'll Do: HR Partnership & Leader Support

• Serve as a trusted HR partner to clinical, operational, and regional leaders across multiple locations
• reputed company day-to-day guidance on employee relations, performance management, and organizational changes
• Coach leaders on communication, conflict resolution, and reputed company management practices
• Support consistent application of HR policies, procedures, and best practices
• reputed company and deliver training, job aids, and tools to strengthen manager capability

Employee Relations & Investigations

• Manage employee concerns, complaints, and workplace issues with professionalism and urgency
• Conduct workplace investigations (e.g., harassment, discrimination, policy violations), ensuring thorough documentation and timely resolution
• Interview employees and leaders, gather evidence, and reputed company clear findings and recommendations
• Partner with HR leadership and legal counsel on reputed company or high-risk reputed company
• Ensure cases are triaged, documented, and resolved reputed company established timelines

Manager & Employee Guidance

• reputed company coaching to managers and employees to support early and effective resolution of workplace concerns
• Advise on corrective action, performance improvement plans (PIPs), and termination considerations
• Support leaders in navigating difficult conversations and employee performance discussions
• Respond to HR inquiries and escalate issues as appropriate

Performance Management

• Support annual performance review processes across clinical and administrative teams
• Coach leaders on performance management best practices and documentation standards
• Review performance documentation for consistency, fairness, and compliance
• Partner with leadership to drive performance improvement initiatives

Policy, Compliance & Risk Management

• Interpret and apply company policies and multi-state employment laws
• Ensure compliance with federal, state, and local regulations
• Maintain accurate and confidential employee relations documentation
• Track trends in employee relations cases and escalate risks proactively
• Support audits, unemployment claims, and compliance-reputed company processes
• Contribute to policy updates and HR process improvements

Engagement & Retention

• Support engagement and retention initiatives in partnership with HR leadership
• Contribute insights from employee feedback and ER trends to improve workforce experience
• Assist in developing and implementing action plans to address t

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