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Human Resources Business Partner (3609)

17FFACBBD40A5EF5CD7DD2884FAC1FB1 · MADISON, WI 53711; 25 KESSEL CT, MADISON, WI, 53711, USA · Hybrid · Active · Paycom ATS

Job facts

FieldValue
Company17FFACBBD40A5EF5CD7DD2884FAC1FB1
TitleHuman Resources Business Partner (3609)
Normalized title-
Department / teamHuman Resources
LocationMADISON, WI, United States
Work modelHybrid / Hybrid
Employment typeFull Time
Salary-
Statusactive
ATS providerPaycom ATS
Posted / first seen2026-05-19 / 2026-05-31
Changed / last seen2026-06-02 / 2026-06-06

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Provider filtered searchThe same provider as a filtered job collection.Open
City jobsActive postings in MADISON.Open
Department jobsActive postings in Human Resources.Open
Work model jobsActive Hybrid postings.Open
Lifecycle eventsOpen, update, close, and reopen events for this posting.Open
Original postingCanonical source or apply URL captured from the ATS.Open

Linked records

Company17FFACBBD40A5EF5CD7DD2884FAC1FB1
Sourcece90fceb-b682-4edb-8148-27a1fd14f671
ATS providerPaycom ATS

Description

Description Job Summary: The Human Resources Business Partner (HRBP) serves as a strategic partner to organizational leaders, aligning human resources practices with business objectives. This role provides consultative support in employee relations, performance management, workforce planning, and organizational development. The HRBP also ensures compliance with employment laws and regulations, including oversight of leave management and workplace accommodations under FMLA and ADA. Reasonable accommodations may be made to enable individuals with disabilities to perform these essential functions. Journey Mental Health Center upholds a strong commitment to People, Opportunities, Community, and Access (POCA) t hat guides our daily operations. We foster a caring community for all individuals to feel a sense of belonging. We prioritize delivering services that are centered around ensuring fairness and inclusivity for all. We are dedicated to demonstrating courage and initiative within our agency and community to actively dismantle structural oppression for all affected communities. Duties/Responsibilities: Strategic Partnership Partner with leaders to develop and execute HR strategies that support business goals Provide guidance on organizational design, workforce planning, and talent development Analyze HR metrics and trends to inform decision-makers Recruitment & Talent Acquisition Oversight Act as a support to Recruiter and hiring managers to develop and execute effective recruitment strategies Oversee full-cycle recruitment processes, including requisition management, sourcing, interviewing, and selection Ensure a consistent, equitable, and compliant hiring process Collaborate with recruiters or hiring teams to build diverse candidate pipelines Monitor recruitment metrics (time-to-fill, quality of hire, candidate experience) and recommend improvements Support employer branding and workforce planning initiatives Employee Relations Serve as a trusted advisor to managers and employees on workplace concerns Investigate and resolve employee relations issues in a fair and consistent manner Support a positive and inclusive workplace culture Performance & Talent Management Guide leaders through performance management processes, including coaching and corrective action Support talent review, succession planning, and leadership development initiatives Collaborate on employee engagement strategies Compliance & Risk Management Ensure compliance with federal, state, and local employment laws and organizational policies Maintain knowledge of regulatory changes and advise leadership accordingly FMLA & ADA Oversight Administer and oversee employee leave programs in compliance with the Family and Medical Leave Act (FMLA) Manage the interactive process under the Americans with Disabilities Act (ADA), including evaluating and coordinating reasonable accommodations Partner with employees, managers, and medical providers to ensure timely and compliant leave and accommodation decisions Maintain accurate documentation and confidentiality of medical and leave records Train leaders on FMLA/ADA requirements and best practices Mitigate organizational risk by ensuring consistent application of policies and legal requirements HR Programs & Initiatives Support implementation of HR programs, policies, and process improvements Participate in change management initiatives and organizational communications Qualifications Education and Experience: Bachelor’s degree in Human Resources, Business Administration, or related field or equivalent experience. 5+ years of progressive HR experience, including employee relations and business partnership Demonstrated experience managing FMLA and ADA processes Knowledge & Skills Strong knowledge of employment laws and regulations, including FMLA, ADA, and related compliance requirements Excellent interpersonal, communication, and conflict resolution skills Ability to influence and build relationships at all levels of the organization Strong analytical and problem-solving capabilities Ability to manage sensitive and confidential information with discretion Certifications (Preferred) PHR, SPHR, SHRM-CP, or SHRM-SCP Physical Requirements Requires driving, sitting, standing, light lifting, bending, and reaching; and the ability to use and operate standard office equipment, including computer, calculator, phone, printer, cell phone, facsimile, etc. Working Conditions Ability to manage multiple priorities in a fast-paced environment Occasional travel may be required Hybrid or onsite expectations based on organizational needs Hiring Process: All potential candidates will need to successfully pass the Background Information Disclosure (BID) for entity employees and contractors.  Wisconsin’s Caregivers Law requires background, and criminal checks are required by the Department of Health Services and Wis. Stat. 50.065(6)(c) and Wis. Admin Code § DHS 12.05(4) Journey Mental Health Center 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.

Full job record

Job ID5c7692e676bdf05cf262d044500bece98eb8c4aa
Org IDe3f967fc-fd4d-4142-bd69-ea99274dafde
Source IDce90fceb-b682-4edb-8148-27a1fd14f671
Board IDce90fceb-b682-4edb-8148-27a1fd14f671
Providerpaycom
Provider Job Key65412
TitleHuman Resources Business Partner (3609)
Normalized Title—
Statusactive
Activeyes
Location TextMADISON, WI 53711; 25 KESSEL CT, MADISON, WI, 53711, USA
DepartmentHuman Resources
Team—
Employment Typefull_time
Workplace Typehybrid
Remote Policyhybrid
CountryUnited States
RegionWI
CityMADISON
Salary RawDescription Job Summary: The Human Resources Business Partner (HRBP) serves as a strategic partner to organizational leaders, aligning human resources practices with business objectives. This role provides consultative support in employee relations, performance management, workforce planning, and organizational development. The HRBP also ensures compliance with employment laws and regulations, including oversight of leave management and workplace accommodations under FMLA and ADA. Reasonable accommodations may be made to enable individuals with disabilities to perform these essential functions. Journey Mental Health Center upholds a strong commitment to People, Opportunities, Community, and Access (POCA) t hat guides our daily operations. We foster a caring community for all individuals to feel a sense of belonging. We prioritize delivering services that are centered around ensuring fairness and inclusivity for all. We are dedicated to demonstrating courage and initiative within our agency and community to actively dismantle structural oppression for all affected communities. Duties/Responsibilities: Strategic Partnership Partner with leaders to develop and execute HR strategies that support business goals Provide guidance on organizational design, workforce planning, and talent development Analyze HR metrics and trends to inform decision-makers Recruitment & Talent Acquisition Oversight Act as a support to Recruiter and hiring managers to develop and execute effective recruitment strategies Oversee full-cycle recruitment processes, including requisition management, sourcing, interviewing, and selection Ensure a consistent, equitable, and compliant hiring process Collaborate with recruiters or hiring teams to build diverse candidate pipelines Monitor recruitment metrics (time-to-fill, quality of hire, candidate experience) and recommend improvements Support employer branding and workforce planning initiatives Employee Relations Serve as a trusted advisor to managers and employees on workplace concerns Investigate and resolve employee relations issues in a fair and consistent manner Support a positive and inclusive workplace culture Performance & Talent Management Guide leaders through performance management processes, including coaching and corrective action Support talent review, succession planning, and leadership development initiatives Collaborate on employee engagement strategies Compliance & Risk Management Ensure compliance with federal, state, and local employment laws and organizational policies Maintain knowledge of regulatory changes and advise leadership accordingly FMLA & ADA Oversight Administer and oversee employee leave programs in compliance with the Family and Medical Leave Act (FMLA) Manage the interactive process under the Americans with Disabilities Act (ADA), including evaluating and coordinating reasonable accommodations Partner with employees, managers, and medical providers to ensure timely and compliant leave and accommodation decisions Maintain accurate documentation and confidentiality of medical and leave records Train leaders on FMLA/ADA requirements and best practices Mitigate organizational risk by ensuring consistent application of policies and legal requirements HR Programs & Initiatives Support implementation of HR programs, policies, and process improvements Participate in change management initiatives and organizational communications Qualifications Education and Experience: Bachelor’s degree in Human Resources, Business Administration, or related field or equivalent experience. 5+ years of progressive HR experience, including employee relations and business partnership Demonstrated experience managing FMLA and ADA processes Knowledge & Skills Strong knowledge of employment laws and regulations, including FMLA, ADA, and related compliance requirements Excellent interpersonal, communication, and conflict resolution skills Ability to influence and build relationships at all levels of the organization Strong analytical and problem-solving capabilities Ability to manage sensitive and confidential information with discretion Certifications (Preferred) PHR, SPHR, SHRM-CP, or SHRM-SCP Physical Requirements Requires driving, sitting, standing, light lifting, bending, and reaching; and the ability to use and operate standard office equipment, including computer, calculator, phone, printer, cell phone, facsimile, etc. Working Conditions Ability to manage multiple priorities in a fast-paced environment Occasional travel may be required Hybrid or onsite expectations based on organizational needs Hiring Process: All potential candidates will need to successfully pass the Background Information Disclosure (BID) for entity employees and contractors.  Wisconsin’s Caregivers Law requires background, and criminal checks are required by the Department of Health Services and Wis. Stat. 50.065(6)(c) and Wis. Admin Code § DHS 12.05(4) Journey Mental Health Center 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.
Salary Min—
Salary Max—
Salary Currency—
Salary Periodhour
Source URLhttps://www.paycomonline.net/v4/ats/web.php/jobs/ViewJobDetails?job=65412&clientkey=17FFACBBD40A5EF5CD7DD2884FAC1FB1
Apply URLhttps://www.paycomonline.net/v4/ats/web.php/jobs/ViewJobDetails?job=65412&clientkey=17FFACBBD40A5EF5CD7DD2884FAC1FB1
First Seen At2026-05-31 19:07:06Z
Last Seen At2026-06-06 09:59:13Z
Last Checked At2026-06-06 09:59:13Z
Last Changed At2026-06-02 10:08:54Z
Inactive At—
Source Posted At2026-05-19 00:00:00Z
Source Updated At—
Raw Payload Uris3://job-postings-prod-raw-590183727216/raw/provider=paycom/board=17FFACBBD40A5EF5CD7DD2884FAC1FB1/date=2026-06-06/2026-06-06T09-59-12-355Z-f726d5906f7784df080121062b04d8b0adef7b8a620111c87265996b8635c6de.json
Event Fields
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    "description": "<p style=\"margin-bottom:4px;\"><span style=\"font-size:11pt;\"><span style=\"line-height:120%;\"><span style=\"font-family:Calibri, sans-serif;\"><span style=\"color:#44546a;\"><b><span style=\"font-family:'Avenir Next LT Pro', sans-serif;\">Job Summary:</span></b></span></span></span></span></p>\n\n<p><span style=\"font-size:12pt;\"><span style=\"font-family:'Times New Roman', serif;\"><span style=\"font-size:11pt;\"><span style=\"font-family:'Avenir Next LT Pro', sans-serif;\">The Human Resources Business Partner (HRBP) serves as a strategic partner to organizational leaders, aligning human resources practices with business objectives. This role provides consultative support in employee relations, performance management, workforce planning, and organizational development. The HRBP also ensures compliance with employment laws and regulations, including oversight of leave management and workplace accommodations under FMLA and ADA.</span></span></span></span></p>\n\n<p style=\"margin-bottom:4px;\"><span style=\"font-size:11pt;\"><span style=\"line-height:120%;\"><span style=\"font-family:Calibri, sans-serif;\"><span style=\"color:#44546a;\"><em><span style=\"font-size:9pt;\"><span style=\"background:#FFFFFF;\"><span style=\"line-height:120%;\"><span style=\"font-family:'Avenir Next LT Pro', sans-serif;\"><span style=\"color:#222222;\">Reasonable accommodations may be made to enable individuals with disabilities to perform these essential functions.</span></span></span></span></span></em></span></span></span></span></p>\n\n<p style=\"margin-bottom:4px;\"><span style=\"font-size:11pt;\"><span style=\"line-height:120%;\"><span style=\"font-family:Calibri, sans-serif;\"><span style=\"color:#44546a;\"><i><span style=\"font-size:9pt;\"><span style=\"line-height:120%;\"><span style=\"font-family:'Avenir Next LT Pro', sans-serif;\"><span style=\"color:#333333;\">Journey Mental Health Center upholds a strong commitment to People, Opportunities, Community, and Access (POCA) t</span></span></span></span></i><i><span style=\"font-size:9pt;\"><span style=\"line-height:120%;\"><span style=\"font-family:'Avenir Next LT Pro', sans-serif;\"><span style=\"color:#333333;\">hat guides our daily operations. We foster a caring community for all individuals to feel a sense of belonging. We prioritize delivering services that are centered around ensuring fairness and inclusivity for all. We are dedicated to demonstrating courage and initiative within our agency and community to actively dismantle structural oppression for all affected communities.</span></span></span></span></i><i> </i></span></span></span></span></p>\n\n<p style=\"margin-bottom:4px;\"> </p>\n\n<p class=\"MsoNoSpacing\"><span style=\"font-size:11pt;\"><span style=\"font-family:Calibri, sans-serif;\"><span style=\"color:#44546a;\"><b><span style=\"font-family:'Avenir Next LT Pro', sans-serif;\">Duties/Responsibilities:</span></b></span></span></span></p>\n\n<p style=\"margin-bottom:4px;\"><span style=\"font-size:11pt;\"><span style=\"line-height:normal;\"><span style=\"font-family:Calibri, sans-serif;\"><span style=\"color:#44546a;\"><b><span style=\"font-family:'Avenir Next LT Pro', sans-serif;\">Strategic Partnership</span></b></span></span></span></span></p>\n\n<ul style=\"margin-bottom:4px;\">\n\t<li style=\"margin-bottom:4px;\"><span style=\"font-size:11pt;\"><span style=\"line-height:normal;\"><span><span style=\"font-family:Calibri, sans-serif;\"><span style=\"font-family:'Avenir Next LT Pro', sans-serif;\">Partner with leaders to develop and execute HR strategies that support business goals </span></span></span></span></span></li>\n\t<li style=\"margin-bottom:4px;\"><span style=\"font-size:11pt;\"><span style=\"line-height:normal;\"><span><span style=\"font-family:Calibri, sans-serif;\"><span style=\"font-family:'Avenir Next LT Pro', sans-serif;\">Provide guidance on organizational design, workforce planning, and talent development </span></span></span></span></span></li>\n\t<li style=\"margin-bottom:4px;\"><span style=\"font-size:11pt;\"><span style=\"line-height:normal;\"><span><span style=\"font-family:Calibri, sans-serif;\"><span style=\"font-family:'Avenir Next LT Pro', sans-serif;\">Analyze HR metrics and trends to inform decision-makers</span></span></span></span></span></li>\n</ul>\n\n<p style=\"margin-bottom:4px;\"><span style=\"font-size:11pt;\"><span style=\"line-height:normal;\"><span style=\"font-family:Calibri, sans-serif;\"><span style=\"color:#44546a;\"><b><span style=\"font-family:'Avenir Next LT Pro', sans-serif;\">Recruitment &amp; Talent Acquisition Oversight</span></b></span></span></span></span></p>\n\n<ul style=\"margin-bottom:4px;\">\n\t<li style=\"margin-bottom:4px;\"><span style=\"font-size:11pt;\"><span style=\"line-height:normal;\"><span><span style=\"font-family:Calibri, sans-serif;\"><span style=\"font-family:'Avenir Next LT Pro', sans-serif;\">Act as a support to Recruiter and hiring managers to develop and execute effective recruitment strategies </span></span></span></span></span></li>\n\t<li style=\"margin-bottom:4px;\"><span style=\"font-size:11pt;\"><span style=\"line-height:normal;\"><span><span style=\"font-family:Calibri, sans-serif;\"><span style=\"font-family:'Avenir Next LT Pro', sans-serif;\">Oversee full-cycle recruitment processes, including requisition management, sourcing, interviewing, and selection </span></span></span></span></span></li>\n\t<li style=\"margin-bottom:4px;\"><span style=\"font-size:11pt;\"><span style=\"line-height:normal;\"><span><span style=\"font-family:Calibri, sans-serif;\"><span style=\"font-family:'Avenir Next LT Pro', sans-serif;\">Ensure a consistent, equitable, and compliant hiring process </span></span></span></span></span></li>\n\t<li style=\"margin-bottom:4px;\"><span style=\"font-size:11pt;\"><span style=\"line-height:normal;\"><span><span style=\"font-family:Calibri, sans-serif;\"><span style=\"font-family:'Avenir Next LT Pro', sans-serif;\">Collaborate with recruiters or hiring teams to build diverse candidate pipelines </span></span></span></span></span></li>\n\t<li style=\"margin-bottom:4px;\"><span style=\"font-size:11pt;\"><span style=\"line-height:normal;\"><span><span style=\"font-family:Calibri, sans-serif;\"><span style=\"font-family:'Avenir Next LT Pro', sans-serif;\">Monitor recruitment metrics (time-to-fill, quality of hire, candidate experience) and recommend improvements </span></span></span></span></span></li>\n\t<li style=\"margin-bottom:4px;\"><span style=\"font-size:11pt;\"><span style=\"line-height:normal;\"><span><span style=\"font-family:Calibri, sans-serif;\"><span style=\"font-family:'Avenir Next LT Pro', sans-serif;\">Support employer branding and workforce planning initiatives</span></span></span></span></span></li>\n</ul>\n\n<p style=\"margin-bottom:4px;\"><span style=\"font-size:11pt;\"><span style=\"line-height:normal;\"><span style=\"font-family:Calibri, sans-serif;\"><span style=\"color:#44546a;\"><b><span style=\"font-family:'Avenir Next LT Pro', sans-serif;\">Employee Relations</span></b></span></span></span></span></p>\n\n<ul style=\"margin-bottom:4px;\">\n\t<li style=\"margin-bottom:4px;\"><span style=\"font-size:11pt;\"><span style=\"line-height:normal;\"><span><span style=\"font-family:Calibri, sans-serif;\"><span style=\"font-family:'Avenir Next LT Pro', sans-serif;\">Serve as a trusted advisor to managers and employees on workplace concerns </span></span></span></span></span></li>\n\t<li style=\"margin-bottom:4px;\"><span style=\"font-size:11pt;\"><span style=\"line-height:normal;\"><span><span style=\"font-family:Calibri, sans-serif;\"><span style=\"font-family:'Avenir Next LT Pro', sans-serif;\">Investigate and resolve employee relations issues in a fair and consistent manner </span></span></span></span></span></li>\n\t<li style=\"margin-bottom:4px;\"><span style=\"font-size:11pt;\"><span style=\"line-height:normal;\"><span><span style=\"font-family:Calibri, sans-serif;\"><span style=\"font-family:'Avenir Next LT Pro', sans-serif;\">Support a positive and inclusive workplace culture </span></span></span></span></span></li>\n</ul>\n\n<p style=\"margin-bottom:4px;\"><span style=\"font-size:11pt;\"><span style=\"line-height:normal;\"><span style=\"font-family:Calibri, sans-serif;\"><span style=\"color:#44546a;\"><b><span style=\"font-family:'Avenir Next LT Pro', sans-serif;\">Performance &amp; Talent Management</span></b></span></span></span></span></p>\n\n<ul style=\"margin-bottom:4px;\">\n\t<li style=\"margin-bottom:4px;\"><span style=\"font-size:11pt;\"><span style=\"line-height:normal;\"><span><span style=\"font-family:Calibri, sans-serif;\"><span style=\"font-family:'Avenir Next LT Pro', sans-serif;\">Guide leaders through performance management processes, including coaching and corrective action </span></span></span></span></span></li>\n\t<li style=\"margin-bottom:4px;\"><span style=\"font-size:11pt;\"><span style=\"line-height:normal;\"><span><span style=\"font-family:Calibri, sans-serif;\"><span style=\"font-family:'Avenir Next LT Pro', sans-serif;\">Support talent review, succession planning, and leadership development initiatives </span></span></span></span></span></li>\n\t<li style=\"margin-bottom:4px;\"><span style=\"font-size:11pt;\"><span style=\"line-height:normal;\"><span><span style=\"font-family:Calibri, sans-serif;\"><span style=\"font-family:'Avenir Next LT Pro', sans-serif;\">Collaborate on employee engagement strategies </span></span></span></span></span></li>\n</ul>\n\n<p style=\"margin-bottom:4px;\"><span style=\"font-size:11pt;\"><span style=\"line-height:normal;\"><span style=\"font-family:Calibri, sans-serif;\"><span style=\"color:#44546a;\"><b><span style=\"font-family:'Avenir Next LT Pro', sans-serif;\">Compliance &amp; Risk Management</span></b></span></span></span></span></p>\n\n<ul style=\"margin-bottom:4px;\">\n\t<li style=\"margin-bottom:4px;\"><span style=\"font-size:11pt;\"><span style=\"line-height:normal;\"><span><span style=\"font-family:Calibri, sans-serif;\"><span style=\"font-family:'Avenir Next LT Pro', sans-serif;\">Ensure compliance with federal, state, and local employment laws and organizational policies </span></span></span></span></span></li>\n\t<li style=\"margin-bottom:4px;\"><span style=\"font-size:11pt;\"><span style=\"line-height:normal;\"><span><span style=\"font-family:Calibri, sans-serif;\"><span style=\"font-family:'Avenir Next LT Pro', sans-serif;\">Maintain knowledge of regulatory changes and advise leadership accordingly </span></span></span></span></span></li>\n</ul>\n\n<p style=\"margin-bottom:4px;\"><span style=\"font-size:11pt;\"><span style=\"line-height:normal;\"><span style=\"font-family:Calibri, sans-serif;\"><span style=\"color:#44546a;\"><b><span style=\"font-family:'Avenir Next LT Pro', sans-serif;\">FMLA &amp; ADA Oversight</span></b></span></span></span></span></p>\n\n<ul style=\"margin-bottom:4px;\">\n\t<li style=\"margin-bottom:4px;\"><span style=\"font-size:11pt;\"><span style=\"line-height:normal;\"><span><span style=\"font-family:Calibri, sans-serif;\"><span style=\"font-family:'Avenir Next LT Pro', sans-serif;\">Administer and oversee employee leave programs in compliance with the Family and Medical Leave Act (FMLA) </span></span></span></span></span></li>\n\t<li style=\"margin-bottom:4px;\"><span style=\"font-size:11pt;\"><span style=\"line-height:normal;\"><span><span style=\"font-family:Calibri, sans-serif;\"><span style=\"font-family:'Avenir Next LT Pro', sans-serif;\">Manage the interactive process under the Americans with Disabilities Act (ADA), including evaluating and coordinating reasonable accommodations </span></span></span></span></span></li>\n\t<li style=\"margin-bottom:4px;\"><span style=\"font-size:11pt;\"><span style=\"line-height:normal;\"><span><span style=\"font-family:Calibri, sans-serif;\"><span style=\"font-family:'Avenir Next LT Pro', sans-serif;\">Partner with employees, managers, and medical providers to ensure timely and compliant leave and accommodation decisions </span></span></span></span></span></li>\n\t<li style=\"margin-bottom:4px;\"><span style=\"font-size:11pt;\"><span style=\"line-height:normal;\"><span><span style=\"font-family:Calibri, sans-serif;\"><span style=\"font-family:'Avenir Next LT Pro', sans-serif;\">Maintain accurate documentation and confidentiality of medical and leave records </span></span></span></span></span></li>\n\t<li style=\"margin-bottom:4px;\"><span style=\"font-size:11pt;\"><span style=\"line-height:normal;\"><span><span style=\"font-family:Calibri, sans-serif;\"><span style=\"font-family:'Avenir Next LT Pro', sans-serif;\">Train leaders on FMLA/ADA requirements and best practices </span></span></span></span></span></li>\n\t<li style=\"margin-bottom:4px;\"><span style=\"font-size:11pt;\"><span style=\"line-height:normal;\"><span><span style=\"font-family:Calibri, sans-serif;\"><span style=\"font-family:'Avenir Next LT Pro', sans-serif;\">Mitigate organizational risk by ensuring consistent application of policies and legal requirements </span></span></span></span></span></li>\n</ul>\n\n<p style=\"margin-bottom:4px;\"><span style=\"font-size:11pt;\"><span style=\"line-height:normal;\"><span style=\"font-family:Calibri, sans-serif;\"><span style=\"color:#44546a;\"><b><span style=\"font-family:'Avenir Next LT Pro', sans-serif;\">HR Programs &amp; Initiatives</span></b></span></span></span></span></p>\n\n<ul style=\"margin-bottom:4px;\">\n\t<li style=\"margin-bottom:4px;\"><span style=\"font-size:11pt;\"><span style=\"line-height:normal;\"><span><span style=\"font-family:Calibri, sans-serif;\"><span style=\"font-family:'Avenir Next LT Pro', sans-serif;\">Support implementation of HR programs, policies, and process improvements </span></span></span></span></span></li>\n\t<li style=\"margin-bottom:4px;\"><span style=\"font-size:11pt;\"><span style=\"line-height:normal;\"><span><span style=\"font-family:Calibri, sans-serif;\"><span style=\"font-family:'Avenir Next LT Pro', sans-serif;\">Participate in change management initiatives and organizational communications </span></span></span></span></span></li>\n</ul>",
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        "summary": "Job%20Summary%3A%0A%0AThe%20Human%20Resources%20Business%20Partner%20%28HRBP%29%20serves%20as%20a%20strategic%20partner%20to%20organizational%20leaders%2C%20aligning%20human%20resources%20practices%20with%20business%20objectives.%20This%20role%20provides%20consultative%20support%20in%20employee%20relations%2C%20performance%20management%2C%20workforce%20planning%2C%20and%20organizational%20development.%20The%20HRBP%20also%20ensures%20compliance%20with%20employment%20laws%20and%20regulations%2C%20including%20oversight%20of%20leave%20management%20and%20workplace%20accommodations%20under%20FMLA%20and%20ADA.%0A%0AReasonable%20accommodations%20may%20be%20made%20to%20enable%20individuals%20with%20disabilities%20to%20perform%20these%20essential%20functions.%0A%0AJourney%20Mental%20Health%20Center%20upholds%20a%20strong%20commitment%20to%20People%2C%20Opportunities%2C%20Community%2C%20and%20Access%20%28POCA%29%20that%20guides%20our%20daily%20operations.%20We%20foster%20a%20caring%20community%20for%20all%20individuals%20to%20feel%20a%20sense%20of%20belonging.%20We%20prioritize%20delivering%20services%20that%20are%20centered%20around%20ensuring%20fairness%20and%20inclusivity%20for%20all.%20We%20are%20dedicated%20to%20demonstrating%20courage%20and%20initiative%20within%20our%20agency%20and%20community%20to%20actively..."
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    "positionType": "Full Time",
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    "googleJobJson": "{\"@context\":\"https://schema.org/\",\"@type\":\"JobPosting\",\"title\":\"Human Resources Business Partner (3609)\",\"identifier\":\"J15G2765412\",\"url\":\"https://www.paycomonline.net/v4/ats/web.php/portal/17FFACBBD40A5EF5CD7DD2884FAC1FB1/jobs/65412\",\"image\":\"https://www.paycomonline.net/v4/ats/web.php/application/style/logo?clientkey=17FFACBBD40A5EF5CD7DD2884FAC1FB1\",\"datePosted\":\"2026-05-19\",\"description\":\"Job DetailsJob Location: MADISON, WI 53711Position Type: Full TimeEducation Level: High SchoolTravel Percentage: Up to 25%Job Shift: DayJob Category: Human ResourcesJob Summary:\\n\\nThe Human Resources Business Partner (HRBP) serves as a strategic partner to organizational leaders, aligning human resources practices with business objectives. This role provides consultative support in employee relations, performance management, workforce planning, and organizational development. The HRBP also ensures compliance with employment laws and regulations, including oversight of leave management and workplace accommodations under FMLA and ADA.\\n\\nReasonable accommodations may be made to enable individuals with disabilities to perform these essential functions.\\n\\nJourney Mental Health Center upholds a strong commitment to People, Opportunities, Community, and Access (POCA) that guides our daily operations. We foster a caring community for all individuals to feel a sense of belonging. We prioritize delivering services that are centered around ensuring fairness and inclusivity for all. We are dedicated to demonstrating courage and initiative within our agency and community to actively dismantle structural oppression for all affected communities. \\n\\n \\n\\nDuties/Responsibilities:\\n\\nStrategic Partnership\\n\\n\\n\\tPartner with leaders to develop and execute HR strategies that support business goals \\n\\tProvide guidance on organizational design, workforce planning, and talent development \\n\\tAnalyze HR metrics and trends to inform decision-makers\\n\\n\\nRecruitment &amp; Talent Acquisition Oversight\\n\\n\\n\\tAct as a support to Recruiter and hiring managers to develop and execute effective recruitment strategies \\n\\tOversee full-cycle recruitment processes, including requisition management, sourcing, interviewing, and selection \\n\\tEnsure a consistent, equitable, and compliant hiring process \\n\\tCollaborate with recruiters or hiring teams to build diverse candidate pipelines \\n\\tMonitor recruitment metrics (time-to-fill, quality of hire, candidate experience) and recommend improvements \\n\\tSupport employer branding and workforce planning initiatives\\n\\n\\nEmployee Relations\\n\\n\\n\\tServe as a trusted advisor to managers and employees on workplace concerns \\n\\tInvestigate and resolve employee relations issues in a fair and consistent manner \\n\\tSupport a positive and inclusive workplace culture \\n\\n\\nPerformance &amp; Talent Management\\n\\n\\n\\tGuide leaders through performance management processes, including coaching and corrective action \\n\\tSupport talent review, succession planning, and leadership development initiatives \\n\\tCollaborate on employee engagement strategies \\n\\n\\nCompliance &amp; Risk Management\\n\\n\\n\\tEnsure compliance with federal, state, and local employment laws and organizational policies \\n\\tMaintain knowledge of regulatory changes and advise leadership accordingly \\n\\n\\nFMLA &amp; ADA Oversight\\n\\n\\n\\tAdminister and oversee employee leave programs in compliance with the Family and Medical Leave Act (FMLA) \\n\\tManage the interactive process under the Americans with Disabilities Act (ADA), including evaluating and coordinating reasonable accommodations \\n\\tPartner with employees, managers, and medical providers to ensure timely and compliant leave and accommodation decisions \\n\\tMaintain accurate documentation and confidentiality of medical and leave records \\n\\tTrain leaders on FMLA/ADA requirements and best practices \\n\\tMitigate organizational risk by ensuring consistent application of policies and legal requirements \\n\\n\\nHR Programs &amp; Initiatives\\n\\n\\n\\tSupport implementation of HR programs, policies, and process improvements \\n\\tParticipate in change management initiatives and organizational communications \\nQualificationsEducation and Experience:\\n\\n\\n\\tBachelor’s degree in Human Resources, Business Administration, or related field or equivalent experience.\\n\\t5+ years of progressive HR experience, including employee relations and business partnership \\n\\tDemonstrated experience managing FMLA and ADA processes \\n\\n\\nKnowledge &amp; Skills\\n\\n\\n\\tStrong knowledge of employment laws and regulations, including FMLA, ADA, and related compliance requirements \\n\\tExcellent interpersonal, communication, and conflict resolution skills \\n\\tAbility to influence and build relationships at all levels of the organization \\n\\tStrong analytical and problem-solving capabilities \\n\\tAbility to manage sensitive and confidential information with discretion \\n\\n\\nCertifications (Preferred)\\n\\n\\n\\tPHR, SPHR, SHRM-CP, or SHRM-SCP\\n\\n\\nPhysical Requirements\\n\\n\\n\\tRequires driving, sitting, standing, light lifting, bending, and reaching; and the ability to use and operate standard office equipment, including computer, calculator, phone, printer, cell phone, facsimile, etc.\\n\\n\\nWorking Conditions\\n\\n\\n\\tAbility to manage multiple priorities in a fast-paced environment \\n\\tOccasional travel may be required \\n\\tHybrid or onsite expectations based on organizational needs\\n\\n\\nHiring Process:\\n\\n\\n\\tAll potential candidates will need to successfully pass the Background Information Disclosure (BID) for entity employees and contractors.  Wisconsin’s Caregivers Law requires background, and criminal checks are required by the Department of Health Services and Wis. Stat. 50.065(6)(c) and Wis. Admin Code § DHS 12.05(4)\\n\\n\\n \\n\\nJourney Mental Health Center 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.\\n\\nThis policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.\",\"responsibilities\":\"Job Summary:\\n\\nThe Human Resources Business Partner (HRBP) serves as a strategic partner to organizational leaders, aligning human resources practices with business objectives. This role provides consultative support in employee relations, performance management, workforce planning, and organizational development. The HRBP also ensures compliance with employment laws and regulations, including oversight of leave management and workplace accommodations under FMLA and ADA.\\n\\nReasonable accommodations may be made to enable individuals with disabilities to perform these essential functions.\\n\\nJourney Mental Health Center upholds a strong commitment to People, Opportunities, Community, and Access (POCA) that guides our daily operations. We foster a caring community for all individuals to feel a sense of belonging. We prioritize delivering services that are centered around ensuring fairness and inclusivity for all. We are dedicated to demonstrating courage and initiative within our agency and community to actively dismantle structural oppression for all affected communities. \\n\\n \\n\\nDuties/Responsibilities:\\n\\nStrategic Partnership\\n\\n\\n\\tPartner with leaders to develop and execute HR strategies that support business goals \\n\\tProvide guidance on organizational design, workforce planning, and talent development \\n\\tAnalyze HR metrics and trends to inform decision-makers\\n\\n\\nRecruitment &amp; Talent Acquisition Oversight\\n\\n\\n\\tAct as a support to Recruiter and hiring managers to develop and execute effective recruitment strategies \\n\\tOversee full-cycle recruitment processes, including requisition management, sourcing, interviewing, and selection \\n\\tEnsure a consistent, equitable, and compliant hiring process \\n\\tCollaborate with recruiters or hiring teams to build diverse candidate pipelines \\n\\tMonitor recruitment metrics (time-to-fill, quality of hire, candidate experience) and recommend improvements \\n\\tSupport employer branding and workforce planning initiatives\\n\\n\\nEmployee Relations\\n\\n\\n\\tServe as a trusted advisor to managers and employees on workplace concerns \\n\\tInvestigate and resolve employee relations issues in a fair and consistent manner \\n\\tSupport a positive and inclusive workplace culture \\n\\n\\nPerformance &amp; Talent Management\\n\\n\\n\\tGuide leaders through performance management processes, including coaching and corrective action \\n\\tSupport talent review, succession planning, and leadership development initiatives \\n\\tCollaborate on employee engagement strategies \\n\\n\\nCompliance &amp; Risk Management\\n\\n\\n\\tEnsure compliance with federal, state, and local employment laws and organizational policies \\n\\tMaintain knowledge of regulatory changes and advise leadership accordingly \\n\\n\\nFMLA &amp; ADA Oversight\\n\\n\\n\\tAdminister and oversee employee leave programs in compliance with the Family and Medical Leave Act (FMLA) \\n\\tManage the interactive process under the Americans with Disabilities Act (ADA), including evaluating and coordinating reasonable accommodations \\n\\tPartner with employees, managers, and medical providers to ensure timely and compliant leave and accommodation decisions \\n\\tMaintain accurate documentation and confidentiality of medical and leave records \\n\\tTrain leaders on FMLA/ADA requirements and best practices \\n\\tMitigate organizational risk by ensuring consistent application of policies and legal requirements \\n\\n\\nHR Programs &amp; Initiatives\\n\\n\\n\\tSupport implementation of HR programs, policies, and process improvements \\n\\tParticipate in change management initiatives and organizational communications \\n\",\"employmentType\":\"FULL_TIME\",\"hiringOrganization\":{\"@type\":\"Organization\",\"name\":\"JOURNEY MENTAL HEALTH CENTER INC\",\"logo\":\"https://www.paycomonline.net/v4/ats/web.php/application/style/logo?clientkey=17FFACBBD40A5EF5CD7DD2884FAC1FB1\"},\"jobLocation\":{\"@type\":\"Place\",\"address\":{\"streetAddress\":\"25 KESSEL CT\",\"addressLocality\":\"MADISON\",\"addressRegion\":\"WI\",\"postalCode\":53711,\"addressCountry\":\"USA\"}},\"qualifications\":\"Education and Experience:\\n\\n\\n\\tBachelor’s degree in Human Resources, Business Administration, or related field or equivalent experience.\\n\\t5+ years of progressive HR experience, including employee relations and business partnership \\n\\tDemonstrated experience managing FMLA and ADA processes \\n\\n\\nKnowledge &amp; Skills\\n\\n\\n\\tStrong knowledge of employment laws and regulations, including FMLA, ADA, and related compliance requirements \\n\\tExcellent interpersonal, communication, and conflict resolution skills \\n\\tAbility to influence and build relationships at all levels of the organization \\n\\tStrong analytical and problem-solving capabilities \\n\\tAbility to manage sensitive and confidential information with discretion \\n\\n\\nCertifications (Preferred)\\n\\n\\n\\tPHR, SPHR, SHRM-CP, or SHRM-SCP\\n\\n\\nPhysical Requirements\\n\\n\\n\\tRequires driving, sitting, standing, light lifting, bending, and reaching; and the ability to use and operate standard office equipment, including computer, calculator, phone, printer, cell phone, facsimile, etc.\\n\\n\\nWorking Conditions\\n\\n\\n\\tAbility to manage multiple priorities in a fast-paced environment \\n\\tOccasional travel may be required \\n\\tHybrid or onsite expectations based on organizational needs\\n\\n\\nHiring Process:\\n\\n\\n\\tAll potential candidates will need to successfully pass the Background Information Disclosure (BID) for entity employees and contractors.  Wisconsin’s Caregivers Law requires background, and criminal checks are required by the Department of Health Services and Wis. Stat. 50.065(6)(c) and Wis. Admin Code § DHS 12.05(4)\\n\\n\\n \\n\\nJourney Mental Health Center 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.\\n\\nThis policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.\",\"experienceRequirements\":\"Education and Experience:\\n\\n\\n\\tBachelor’s degree in Human Resources, Business Administration, or related field or equivalent experience.\\n\\t5+ years of progressive HR experience, including employee relations and business partnership \\n\\tDemonstrated experience managing FMLA and ADA processes \\n\\n\\nKnowledge &amp; Skills\\n\\n\\n\\tStrong knowledge of employment laws and regulations, including FMLA, ADA, and related compliance requirements \\n\\tExcellent interpersonal, communication, and conflict resolution skills \\n\\tAbility to influence and build relationships at all levels of the organization \\n\\tStrong analytical and problem-solving capabilities \\n\\tAbility to manage sensitive and confidential information with discretion \\n\\n\\nCertifications (Preferred)\\n\\n\\n\\tPHR, SPHR, SHRM-CP, or SHRM-SCP\\n\\n\\nPhysical Requirements\\n\\n\\n\\tRequires driving, sitting, standing, light lifting, bending, and reaching; and the ability to use and operate standard office equipment, including computer, calculator, phone, printer, cell phone, facsimile, etc.\\n\\n\\nWorking Conditions\\n\\n\\n\\tAbility to manage multiple priorities in a fast-paced environment \\n\\tOccasional travel may be required \\n\\tHybrid or onsite expectations based on organizational needs\\n\\n\\nHiring Process:\\n\\n\\n\\tAll potential candidates will need to successfully pass the Background Information Disclosure (BID) for entity employees and contractors.  Wisconsin’s Caregivers Law requires background, and criminal checks are required by the Department of Health Services and Wis. Stat. 50.065(6)(c) and Wis. Admin Code § DHS 12.05(4)\\n\\n\\n \\n\\nJourney Mental Health Center 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.\\n\\nThis policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.\",\"industry\":\"Human Resources\",\"validThrough\":\"-0001-11-30\",\"workHours\":\"Day\",\"educationRequirements\":\"High School\"}",
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    "qualifications": "<p style=\"margin-bottom:4px;\"><span style=\"font-size:11pt;\"><span style=\"line-height:120%;\"><span style=\"font-family:Calibri, sans-serif;\"><span style=\"color:#44546a;\"><b><span style=\"font-family:'Avenir Next LT Pro', sans-serif;\">Education and Experience:</span></b></span></span></span></span></p>\n\n<ul style=\"margin-bottom:4px;\">\n\t<li style=\"margin-bottom:4px;\"><span style=\"font-size:11pt;\"><span style=\"line-height:normal;\"><span><span style=\"font-family:Calibri, sans-serif;\"><span style=\"font-family:'Avenir Next LT Pro', sans-serif;\">Bachelor’s degree in Human Resources, Business Administration, or related field or equivalent experience.</span></span></span></span></span></li>\n\t<li style=\"margin-bottom:4px;\"><span style=\"font-size:11pt;\"><span style=\"line-height:normal;\"><span><span style=\"font-family:Calibri, sans-serif;\"><span style=\"font-family:'Avenir Next LT Pro', sans-serif;\">5+ years of progressive HR experience, including employee relations and business partnership </span></span></span></span></span></li>\n\t<li style=\"margin-bottom:4px;\"><span style=\"font-size:11pt;\"><span style=\"line-height:normal;\"><span><span style=\"font-family:Calibri, sans-serif;\"><span style=\"font-family:'Avenir Next LT Pro', sans-serif;\">Demonstrated experience managing FMLA and ADA processes </span></span></span></span></span></li>\n</ul>\n\n<p style=\"margin-bottom:4px;\"><span style=\"font-size:11pt;\"><span style=\"line-height:normal;\"><span style=\"font-family:Calibri, sans-serif;\"><span style=\"color:#44546a;\"><b><span style=\"font-family:'Avenir Next LT Pro', sans-serif;\">Knowledge &amp; Skills</span></b></span></span></span></span></p>\n\n<ul style=\"margin-bottom:4px;\">\n\t<li style=\"margin-bottom:4px;\"><span style=\"font-size:11pt;\"><span style=\"line-height:normal;\"><span><span style=\"font-family:Calibri, sans-serif;\"><span style=\"font-family:'Avenir Next LT Pro', sans-serif;\">Strong knowledge of employment laws and regulations, including FMLA, ADA, and related compliance requirements </span></span></span></span></span></li>\n\t<li style=\"margin-bottom:4px;\"><span style=\"font-size:11pt;\"><span style=\"line-height:normal;\"><span><span style=\"font-family:Calibri, sans-serif;\"><span style=\"font-family:'Avenir Next LT Pro', sans-serif;\">Excellent interpersonal, communication, and conflict resolution skills </span></span></span></span></span></li>\n\t<li style=\"margin-bottom:4px;\"><span style=\"font-size:11pt;\"><span style=\"line-height:normal;\"><span><span style=\"font-family:Calibri, sans-serif;\"><span style=\"font-family:'Avenir Next LT Pro', sans-serif;\">Ability to influence and build relationships at all levels of the organization </span></span></span></span></span></li>\n\t<li style=\"margin-bottom:4px;\"><span style=\"font-size:11pt;\"><span style=\"line-height:normal;\"><span><span style=\"font-family:Calibri, sans-serif;\"><span style=\"font-family:'Avenir Next LT Pro', sans-serif;\">Strong analytical and problem-solving capabilities </span></span></span></span></span></li>\n\t<li style=\"margin-bottom:4px;\"><span style=\"font-size:11pt;\"><span style=\"line-height:normal;\"><span><span style=\"font-family:Calibri, sans-serif;\"><span style=\"font-family:'Avenir Next LT Pro', sans-serif;\">Ability to manage sensitive and confidential information with discretion </span></span></span></span></span></li>\n</ul>\n\n<p style=\"margin-bottom:4px;\"><span style=\"font-size:11pt;\"><span style=\"line-height:normal;\"><span style=\"font-family:Calibri, sans-serif;\"><span style=\"color:#44546a;\"><b><span style=\"font-family:'Avenir Next LT Pro', sans-serif;\">Certifications (Preferred)</span></b></span></span></span></span></p>\n\n<ul style=\"margin-bottom:4px;\">\n\t<li style=\"margin-bottom:4px;\"><span style=\"font-size:11pt;\"><span style=\"line-height:normal;\"><span><span style=\"font-family:Calibri, sans-serif;\"><span style=\"font-family:'Avenir Next LT Pro', sans-serif;\">PHR, SPHR, SHRM-CP, or SHRM-SCP</span></span></span></span></span></li>\n</ul>\n\n<p style=\"margin-bottom:4px;\"><font color=\"#44546a\" face=\"Avenir Next LT Pro, sans-serif\"><span style=\"font-size:14.6667px;\"><b>Physical Requirements</b></span></font></p>\n\n<ul style=\"margin-bottom:4px;\">\n\t<li style=\"margin-left:8px;margin-bottom:4px;\"><span style=\"font-size:11pt;\"><span style=\"line-height:120%;\"><span style=\"font-family:Calibri, sans-serif;\"><span style=\"color:#44546a;\"><span style=\"font-family:'Avenir Next LT Pro', sans-serif;\">Requires driving, sitting, standing, light lifting, bending, and reaching; and the ability to use and operate standard office equipment, including computer, calculator, phone, printer, cell phone, facsimile, etc.</span></span></span></span></span></li>\n</ul>\n\n<p style=\"margin-bottom:4px;\"><span style=\"font-size:11pt;\"><span style=\"line-height:120%;\"><span style=\"font-family:Calibri, sans-serif;\"><span style=\"color:#44546a;\"><b><span style=\"font-family:'Avenir Next LT Pro', sans-serif;\">Working Conditions</span></b></span></span></span></span></p>\n\n<ul style=\"margin-bottom:16px;\">\n\t<li style=\"margin-left:8px;\"><span style=\"font-size:11pt;\"><span style=\"line-height:normal;\"><span style=\"font-family:Calibri, sans-serif;\"><span style=\"color:#44546a;\"><span style=\"font-family:'Avenir Next LT Pro', sans-serif;\">Ability to manage multiple priorities in a fast-paced environment </span></span></span></span></span></li>\n\t<li style=\"margin-left:8px;\"><span style=\"font-size:11pt;\"><span style=\"line-height:normal;\"><span style=\"font-family:Calibri, sans-serif;\"><span style=\"color:#44546a;\"><span style=\"font-family:'Avenir Next LT Pro', sans-serif;\">Occasional travel may be required </span></span></span></span></span></li>\n\t<li style=\"margin-bottom:16px;margin-left:8px;\"><span style=\"font-size:12pt;\"><span style=\"background:#FFFFFF;\"><span style=\"font-family:'Times New Roman', serif;\"><span style=\"font-size:11pt;\"><span style=\"font-family:'Avenir Next LT Pro', sans-serif;\"><span style=\"color:#000000;\">Hybrid or onsite expectations based on organizational needs</span></span></span></span></span></span></li>\n</ul>\n\n<p><span style=\"font-size:12pt;\"><span style=\"background:#FFFFFF;\"><span style=\"font-family:'Times New Roman', serif;\"><b><span style=\"font-size:11pt;\"><span style=\"font-family:'Avenir Next LT Pro', sans-serif;\"><span style=\"color:#000000;\">Hiring Process:</span></span></span></b></span></span></span></p>\n\n<ul>\n\t<li style=\"margin-left:8px;\"><span style=\"font-size:12pt;\"><span style=\"background:#FFFFFF;\"><span style=\"font-family:'Times New Roman', serif;\"><span style=\"font-size:11pt;\"><span style=\"font-family:'Avenir Next LT Pro', sans-serif;\"><span style=\"color:#000000;\">All potential candidates will need to successfully pass the Background Information Disclosure (BID) for entity employees and contractors.  Wisconsin’s Caregivers Law requires background, and criminal checks are required by the Department of Health Services and Wis. Stat. 50.065(6)(c) and Wis. Admin Code § DHS 12.05(4)</span></span></span></span></span></span></li>\n</ul>\n\n<p style=\"margin-bottom:16px;\"> </p>\n\n<p style=\"margin-bottom:16px;\"><span style=\"font-size:12pt;\"><span style=\"background:#FFFFFF;\"><span style=\"font-family:'Times New Roman', serif;\"><span style=\"font-size:9pt;\"><span style=\"font-family:'Avenir Next LT Pro', sans-serif;\"><span style=\"color:#222222;\">Journey Mental Health Center 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.</span></span></span></span></span></span></p>\n\n<p style=\"margin-bottom:16px;\"><span style=\"font-size:12pt;\"><span style=\"background:#FFFFFF;\"><span style=\"font-family:'Times New Roman', serif;\"><span style=\"font-size:9pt;\"><span style=\"font-family:'Avenir Next LT Pro', sans-serif;\"><span style=\"color:#222222;\">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.</span></span></span></span></span></span></p>",
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