Job description

Position Summary East House is a dedicated non-profit organization committed to supporting individuals on their journey to recovery. We provide comprehensive services, including residential support, counseling, peer support and community outreach to empower individuals to overcome mental health and substance use disorders and lead fulfilling lives. Our mission is to foster a supportive environment that promotes healing and long-term recovery, while upholding our humanistic, optimistic, progressive, and collaborative values rooted in integrity. The HR Business Partner performs a mix of transactional, administrative, and strategic work to support the continuous improvement, advancement, and execution of East House's talent management priorities across a complex, multi-program organization. This role operates in alignment with East House's values of Humanistic, Optimistic, Progressive, Integrity, and Collaboration, ensuring that every interaction with employees and leaders reflects genuine care, forward-thinking problem-solving, ethical practice, and true partnership. The HR Business Partner partners with internal stakeholders of assigned programs, departments, and teams to provide consultative and collaborative human resources support and technical assistance across workforce planning, staffing and pipeline development, performance management, professional development, employee relations, compensation analysis, and the implementation of People and Culture best practices, including change and improvement initiatives, planning, and facilitation. In compliance with NYS's Pay Transparency Act, the salary range for this position is listed above. East House considers factors such as (but not limited to) scope and responsibilities of the position, candidate's work experience, education/training, key skills, internal peer equity, as well as, market and organizational considerations when extending an offer. Responsibilities Strategic Workforce Planning & HR Consultation • Partners with program and department leaders to develop workforce plans that align with East House's mission, values, and organizational priorities. • Evaluates current teams and identifies areas for improvement, including training, resources, organizational structure, and culture alignment. • Delivers proactive, quality HR services to leaders, employees, and teams that reflect the business objectives of the program/department and East House as a whole. • Analyzes trends and metrics in partnership with program/department leaders to develop solutions, programs, and policies. Provides guidance and input on business unit restructures, workforce planning, and succession planning. Talent Acquisition & Onboarding • Collaborates with hiring managers to develop position descriptions, ensuring content follows legal and regulatory requirements, and that scope, level, duties, qualifications, and requirements are essential to the role. • Ensures People and Culture strategies and priorities are reflected in recruitment and hiring practices. • Supports recruitment, hiring, and onboarding plans for assigned positions. • Coaches hiring managers on how to adopt best practices for talent acquisition. • Trains selection committees on effective interviewing and selection for adaptive and technical competencies. • Provides consultation on effective program/department onboarding to support inclusion and retention. • Coordinates onboarding for new hires and supports requests for promotions and transfers. Employee Relations & Performance Management • Works with employees and supervisors to address root causes of human resource and employee relations issues. • Supports managers and employees with questions, issues, or concerns, providing consultation and resolution strategies for the most optimal outcomes. • Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention. • Manages employment termination and offboarding processes for assigned programs/departments, including exit surveys and interviews. • Ensures all involuntary separations are reviewed in compliance with regulations and best practices and supports managers with involuntary termination meetings. Compensation, Retention & Professional Development • Reviews and analyzes compensation and makes recommendations to managers and leadership to achieve and ensure pay equity. • Analyzes turnover trends and consults with leaders to develop strategies that support staff retention and career growth. • Consults with organizational leaders and managers to identify professional development opportunities and coordinate learning opportunities that support employees' personal, career, and organizational growth. Compliance & HR Policy Guidance • Provides HR policy and employment regulation guidance and interpretation. • Maintains current knowledge of federal, New York State, and local employment laws and practices, and applies regulatory and compliance requirements into practice. • Commits to the highest standards of confidentiality in the conduct of work, releasing no confidential information without expressed permission and approval per East House policy. • Support routine benefits administration and employee benefit inquiries. Culture of Engagement • Champions People and Culture activities, education, and awareness. • Supports and champions inclusion and equity efforts. • Participates in employee events, celebrations, and multi-cultural observances. Note: This job description may not cover all job duties and is subject to change without notice. Job duties, responsibilities, and/or activities may change at any time with or without notice. Competencies Alignment with East House Values • Humanistic, Collaborative, Optimistic, Progressive, Integrity. • Represents the organization professionally and aligns with its mission. • Performs work with integrity and in compliance with established processes, procedures, and regulations. Accountability • Takes responsibility for all work activities and personal actions. • Follows through on commitments; implements decisions that have been agreed upon. • Maintains confidentiality with sensitive information. • Acknowledges and learns from mistakes without blaming others. • Recognizes the impact of one’s behavior on others. Commitment to Belonging, Respect, and Building a Supportive Community • Values and appreciates the unique backgrounds, experiences, and perspectives of every individual. • Actively includes others in conversations and decision-making, fostering connections by learning about others' interests, and celebrating achievements to make individuals feel valued. • Listening without judgment, communicating and interacting politely and civilly, and acknowledging others' contributions to show appreciation and build trust. • Offering help, encouraging collaboration, and creating safe spaces where everyone feels comfortable sharing ideas and concerns. Working Conditions/Work Environment Traditional office environment. Occasionally subjected to pressure due to time demands. May have to travel to various program locations which may not be accessible for individuals with reduced mobility. Physical/Mental Demands The physical demands/work environment described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is frequently required to sit, talk, hear, stand, walk, ability to reach above or below shoulders, use hands to type and/or perform light lifting (up to 25 lbs.), and occasional stair-climbing. Reasonable Accommodation East House provides reasonable accommodations to applicants with disabilities under the Rehabilitation Act, the Americans with Disabilities Act, the New York Human Rights Law, or similar applicable law. If you need reasonable accommodation for any part of the application and hiring process, please contact the Human Resources office at 585-238-4800 or email your request to HRTeam@easthouse.org. Determinations on requests for reasonable accommodation will be made on a case-by-case basis. EEO Statement East House provides equal opportunity to all qualified individuals and does not discriminate on the basis of race, color, creed, age, marital status, sex, gender, religion, sexual orientation, gender identity, gender expression, national origin, veteran status or disability, or any other protected statuses in its hiring, promotions, and other employment activities. Requirements Desired Qualifications Education Bachelor's degree from an accredited college or university, or equivalent education and work experience, required. A master's degree in Human Resources, Business Administration, or a related field (MHR, MLHR, MILR, MBA) is beneficial, but not required. An equivalent combination of education and relevant experience may be considered. Experience • Minimum of 5 years of Human Resources business partner or management experience performing or overseeing generalist HR responsibilities, including staffing/recruitment, compensation analysis/management, benefits administration, and leave management. • Licensure/Certification • PHR, SPHR, SHRM-CP, and/or SHRM-SCP certification(s) desired. • Valid NYS driver's license and acceptable driving record required to travel for business. East House does not accept conditional status driver's licenses as acceptable to drive for business. Other Skills/Abilities • Current knowledge of federal, New York State, and local employment laws and practices, with the ability to apply regulation and employment compliance into practice. • Strong technology competence with administrator-level experience using HRIS/HRMS and other HR applications (including custom report generation), such as Paylocity, ADP Workforce Now, UKG/UltiPro, Ceridian, or similar systems. Experience implementing HRMS and/or HR technology modules is beneficial. • Advanced user of Human Resource Management Systems (HRMS); able to collect and retrieve employee information for data-driven planning and reporting. • Proven ability to prioritize tasks and organize workload to meet timelines. • Strong communication and interpersonal skills; highly adaptable and able to thrive in a fast-paced, matrixed environment. • Ability to engage, inspire, and influence at all levels of the organization; demonstrated ability to collaborate with a diverse group of colleagues and teams. • Aptitude for and interest in learning, including staying current on employment regulations, regulatory requirements, and new tools and technologies. • Proficiency in MS Office software products (Outlook, Word, Excel, and PowerPoint). • Recognizes and values diversity, and understands how to create equitable and inclusive environments.

Requirements

Must-haves

Strategic Workforce Planning & HR Consultation
Partners with program and department leaders to develop workforce plans that align with East House's mission, values, and organizational priorities.
Evaluates current teams and identifies areas for improvement, including training, resources, organizational structure, and culture alignment.
Delivers proactive, quality HR services to leaders, employees, and teams that reflect the business objectives of the program/department and East House as a whole.
Analyzes trends and metrics in partnership with program/department leaders to develop solutions, programs, and policies.
Provides guidance and input on business unit restructures, workforce planning, and succession planning.
Talent Acquisition & Onboarding
Collaborates with hiring managers to develop position descriptions, ensuring content follows legal and regulatory requirements, and that scope, level, duties, qualifications, and requirements are essential to the role.
Ensures People and Culture strategies and priorities are reflected in recruitment and hiring practices.
Supports recruitment, hiring, and onboarding plans for assigned positions.
Coaches hiring managers on how to adopt best practices for talent acquisition.
Trains selection committees on effective interviewing and selection for adaptive and technical competencies.
Provides consultation on effective program/department onboarding to support inclusion and retention.
Coordinates onboarding for new hires and supports requests for promotions and transfers.
Employee Relations & Performance Management
Works with employees and supervisors to address root causes of human resource and employee relations issues.
Supports managers and employees with questions, issues, or concerns, providing consultation and resolution strategies for the most optimal outcomes.

Nice-to-haves

An equivalent combination of education and relevant experience may be considered.
Licensure/Certification
PHR, SPHR, SHRM-CP, and/or SHRM-SCP certification(s) desired.
Other Skills/Abilities
Current knowledge of federal, New York State, and local employment laws and practices, with the ability to apply regulation and employment compliance into practice.
Advanced user of Human Resource Management Systems (HRMS); able to collect and retrieve employee information for data-driven planning and reporting.
Proven ability to prioritize tasks and organize workload to meet timelines.

Application prep

Use the role’s language and application details while tailoring your materials.

Platform: paylocity
Effort: medium

Benefits

Benefits detected in the listing.

Professional Development