Job Description

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

• Serve as the first point of contact for employee relations, performance management, and conflict resolution.
• Provide day-to-day coaching to leaders on employee relations and performance management.
• Assess employee engagement trends, identify issues, and recommend courses of action based on policies, guidelines, and applicable law.
• Ensure compliance with HIPAA, labor laws, and multi-state employment regulations.
• Interpret and review HR policies and procedures; recommend process improvements to enhance employee experience and organizational compliance.
• ADA, FMLA, WA PFML, PSL, Break Laws and Worker’s Comp.

Talent Acquisition and Retention

• Partner with the Talent Acquisition team and hiring managers to support recruitment campaigns, job fairs, and college relations programs.
• Provide guidance to managers on building strong candidate pipelines for clinical and non-clinical roles.
• Support onboarding and co-facilitating New Employee Orientation (NEO) programs.
• Champion employee referral programs and other creative sourcing strategies.
• Collaborate with leaders on retention and engagement initiatives that reduce turnover and address clinician burnout.

HR Infrastructure, Analytics and Benefits

• Coordinate functional areas of HR to work as a cohesive team in accomplishing common goals.
• Review and analyze workforce and operational statistics (e.g., productivity, turnover, exit data) to identify trends and propose interventions.
• Support compensation strategy, equity programs, and benefits benchmarking.
• Connect employees with mental health, wellness, and professional development resources.
• Performs all other duties as assigned.

What You'll Bring:

• Bachelor's degree in human resources, Business, or related field
• 2-4 years of progressive HR experience, including at least 2 years as an HR Business Partner, HR Manager, or in a comparable strategic HR role
• Experience within the healthcare industry
• Demonstrated success building and implementing HR programs in a fast-paced, high-growth, startup or scale-up environment
• Strong knowledge of HR practices, employment law, and compliance requirements in the state of Washington
• Proven ability to support multi-site, multi-state operations
• Excellent communication, coaching, and relationship-building skill
• The Company has a mandatory vaccination policy. All successful applicants must be fully vaccinated, including showing proper documentation, or otherwise be exempt pursuant to the Company’s exemption process prior to their start date as a condition of employment

It would be great if you had:

• Experience working in a behavioral health organization or supporting behavioral health professionals

What We Offer:

Full-time only:

• Employees (and their families) are offered comprehensive health insurance, including Medical, Dental, Vision, Accident, Critical Illness, and Hospital Indemnity
• CHS pays for Basic Life, AD&D, Short and Long-Term Disability
• Voluntary Life insurance option for employees and their families
• Health Savings Accounts (with $1,000 to $2,000 employer contribution depending on plan)
• Flexible Spending Accounts (health care and dependent care)
• 401k company match after 6 months (50% of deferrals up to 6% of compensation)
• Generous PTO starting at 160 hours accrued annually and 12 recognized company holidays

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

• Employee Assistance Program to help with confidential emotional support, work life solutions, financial solutions, legal assistance, or online support
• After 90 days, you are auto enrolled in the 401k Plan
• The typical hiring range for this role in Washington is $85,000 - $115,000 annually.

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