HR Business Partner

Role Overview

• Serve as the primary HR partner for frontline teammates and operational/functional leaders within assigned leadership teams, including multi-site practice operations and support teams.
• Coach leaders on day to day people leadership topics such as team dynamics, communication challenges, performance expectations, and development conversations.
• Prepare and guide leaders through performance and development discussions and follow-ups.
• Support new leader onboarding and reinforce consistent people leadership practices.
• Manage moderate complexity employee relations matters.
• Conduct fact-finding and document information in alignment with standard practices.
• Identify trends early and elevate patterns or risk scenarios appropriately.
• Partner with leaders to ensure actions are fair, timely, and consistent.
• Execute core HR processes, including engagement action planning, performance check-ins, development cycles, and required trainings.
• Reinforce consistent messaging and adoption of HR tools, expectations, practices, and programs.
• Partner with leaders to monitor trends in engagement, retention, and team stability and follow through with leaders on agreed action plans.
• Support leaders through organizational changes by reinforcing clear communication, maintaining team stability, and ensuring adoption of new processes and expectations.
• Ensure consistent HR guidance across assigned region or business group.
• Partner with People Operations, Talent Acquisition, Compensation, L&D, and internal business partners to support a seamless employee experience.
• Surface feedback and insights to inform workforce planning, leader development needs, and team dynamics, and organizational effectiveness.
• Review workforce trends such as retention, vacancies, and engagement data with leaders and support the development of targeted action plans.
• Serve as the primary HR partner for frontline and operational/functional leaders within an assigned region, market, or functional group.
• Typically supports multiple locations, practice operations teams, and/or shared services groups across multiple states.
• Independently owns moderate-complexity employee relations and performance support cases; escalates high-risk or high-complexity matters as needed.
• Operate independently while maintaining strong alignment with HRBP peers and leadership to ensure consistent practices across the organization.
• May contribute to cross-functional project work aligned to operational needs, capacity, and readiness.

Requirements

• 5+ years of experience in Human Resources, employee support, leadership operations, or related field.
• Experience coaching leaders through day-to-day people leadership moments (e.g., communication, feedback, navigating expectations).
• Ability to maintain confidentiality and handle sensitive matters with sound judgment.
• Strong communication skills with the ability to build trust and influence across varied stakeholders.
• Comfort working in a fast-paced, multi-site or matrixed environment with shifting priorities.
• Ability to track follow-through and drive actions to closure.
• Working knowledge of federal and state employment laws and regulations, including wage and hour requirements, leave administration, anti-discrimination laws and workplace investigations.
• Experience supporting healthcare or clinical operations environments, or other multi-site and multi state service organizations. (Preferred)
• Bachelor’s degree in Human Resources, Business, Psychology, or related field (or equivalent practical experience). (Preferred)
• Experience with HR systems such as Workday, including navigation and transactional familiarity. (Preferred)
• Exposure to leader enablement, training delivery, or engagement action planning. (Preferred)

Benefits

• medical
• dental
• vision
• AD&D
• short and long-term disability
• life insurance
• 401k retirement savings with employer match
• paid parental leave
• paid time off
• holiday pay
• Employee Assistance Program