Human Resources Business Partner

Job Description

We’re not just behavioral health people—we’re crisis people.

Connections has built a model that combines medical and recovery-oriented treatment that gets people connected to community-based resources and back to their lives faster. Our aim is for solutions, not just stop-gaps. Real support, not restriction. We have proven that our model improves access, creates hope and makes the behavioral health crisis system work better, and we’re finding better ways to do it every day.

Our story

Originally founded by two emergency room psychiatrists, Dr. Chris Carson and Dr. Robert Williamson, Connections Health Solutions brings 30 years of experience serving individuals in crisis and operates two of the nation’s largest and most studied crisis response centers and is currently expanding to more states. Since opening our doors we have provided care and treatment for hundreds of thousands of individuals in crisis.

What You'll Do :

The Human Resources Business Partner (HRBP) partners closely with leadership, clinicians, and employees to align HR strategy with business and patient goals. Will serve as a trusted advisor and strategic partner to leaders and staff. This role provides consultative support on workforce issues that directly impact operational strategy, patient care, and organizational effectiveness. Acting as the primary point of contact for assigned client groups, the HRBP delivers expertise in workforce planning, policy interpretation, employee relations, compliance, employment law and HR fundamentals while ensuring ease of access to HR deliverables.

The HRBP plays a critical role in shaping and scaling the people function within a fast-growing behavioral health organization. By leveraging data-driven insights, coaching leaders, and driving HR best practices, the HRBP fosters a resilient, engaging culture that supports mental health professionals in high-growth, high-impact environments.

This position will include light travel.

Strategic Partnership

• Partner with leadership to align HR strategy to business goals and patient care outcomes.
• Lead or participate in workforce planning, job development, and educational needs assessments.
• Analyze workforce needs and proactively intervene using workforce analytics for position forecasting.
• Coach leaders to proactively complete succession planning within their areas.
• Act as a change agent through process design and approaches that support organizational transformation.

Employee Relations and Compliance

Talent Acquisition and Retention

HR Infrastructure, Analytics and Benefits

What You'll Bring :

It would be great if you had :

What We Offer : Full-time only :

All employees (Pool, Part-time and Full-time) :