Human Resources Business Partner

About the role

The HR Business Partner is responsible for the application of HR principles, practices, and tools that support the execution of business strategy, provides a positive work environment, and delivers maximum value-based support to the organization as a whole.

This role combines strategic partnership with hands-on HR execution. The HR Business Partner will coach leaders through employee relations and performance matters, identify workforce trends, support organizational initiatives, and help ensure consistent and compliant HR practices across a complex, multi-site healthcare environment.

This is an excellent opportunity for an experienced HR professional who enjoys working directly with leaders, solving problems, improving processes, and making an impact across a growing organization. Multi-site healthcare experience is strongly preferred.

Functions and Responsibilities

HR Business Partnership & Leadership Support

• Serve as a trusted HR advisor to clinical and corporate leaders, providing guidance on employee relations, performance management, workforce planning, retention, engagement, and organizational effectiveness.
• Build strong partnerships with operational leaders to understand business priorities, identify people-related challenges, and develop practical solutions that support both employees and organizational goals.
• Coach managers on effective leadership practices, employee communication, performance expectations, documentation, corrective action, and conflict resolution.
• Partner cross-functionally with Operations, Payroll, Benefits, Legal, Finance, and other teams to support a consistent employee experience throughout the employment lifecycle.
• Identify opportunities to strengthen HR processes, manager effectiveness, employee engagement, and retention across the organization.

Employee Relations & Performance Management

• Manage employee relations and performance matters across corporate headquarters and clinical operations in Illinois, Indiana, Wisconsin, Missouri, Kansas, Kentucky, West Virginia, Texas, Oregon, Washington, and Alaska.
• Conduct objective and thorough employee relations investigations and provide recommendations based on findings, company practices, and applicable employment laws.
• Guide leaders through performance improvement plans, corrective action, workplace concerns, conflict resolution, and other sensitive employee matters.
• Conduct stay and exit interviews, identify recurring themes, and recommend actionable strategies to improve retention and the employee experience.
• Promote consistent and equitable application of HR policies and practices across locations.

HR Operations, Compliance & Benefits

• Maintain accurate and compliant employee records and support employee lifecycle transactions, including internal transfers, promotions, compensation changes, and other position changes.
• Support timely Form I-9 completion, audits, and employment eligibility compliance.
• Serve as a resource for employee benefit questions and play an active role in annual open enrollment, employee education, and benefits communication.
• Respond to employee questions and HR service requests through the HR ticketing system with professionalism, accuracy, and appropriate urgency.
• Process employment verification requests and support other HR administrative requirements as needed.
• Monitor changes in federal, state, and local employment laws and partner with HR leadership to maintain compliant practices across multiple jurisdictions.
• Assist with HR vendor administration, invoice processing, and related operational responsibilities.

HR Analytics & Employee Experience

• Partner with the HR Analyst, COO, CHRO, and VP of People and Culture to monitor and analyze key workforce metrics, including turnover, retention, compensation, time to hire, headcount, and other people trends.
• Translate HR data into meaningful insights and recommendations for HR and operational leadership.
• Develop and coordinate employee engagement initiatives and events that strengthen connection, recognition, and the overall employee experience.
• Support the development, communication, and adoption of HR programs and initiatives across corporate and clinical teams.
• Monitor employer reputation and relevant social media activity and draft thoughtful, professional responses when appropriate.
• Take on additional projects and responsibilities as the organization and HR function continue to evolve.

Qualifications & Requirements

• Bachelor's degree in human resources, health systems management, business administration, or related fields.
• 5+ years of progressive Human Resources experience, with meaningful experience in employee relations and advising managers or business leaders.
• HR Business Partner, Senior HR Generalist, or comparable experience strongly preferred.Strong Employee relations background
• Experience supporting multi-site or geographically dispersed employee populations preferred; healthcare experience is a strong plus.
• Demonstrated experience managing complex employee relations and performance matters.
• Working knowledge of federal employment laws and experience navigating state and local employment requirements.
• 3+ years of people management experience.
• Experience supporting employee benefits and open enrollment.
• Strong analytical skills with the ability to interpret HR metrics and identify workforce trends.
• Excellent judgment, discretion, and ability to handle confidential and sensitive matters.
• Strong interpersonal and communication skills with the ability to establish credibility with employees and leaders at all levels.
• Ability to balance strategic priorities with hands-on execution in a fast-moving environment.
• Strong organization and follow-through with the ability to manage competing priorities across multiple locations.
• HRIS and HR ticketing system experience preferred.
• SHRM-CP, SHRM-SCP, PHR, or SPHR certification is a plus.
• Working knowledge of Paychex or Paychex Flex preferred