Senior HR Business Partner

How would you like to work in a place where your contributions and ideas are valued? A place where you can serve with compassion, pursue excellence and honor every voice? At Wellstar, our mission is simple, yet powerful: to enhance the health and well‑being of every person we serve. We are proud to have become a shining example of what’s possible when the brightest professionals dedicate themselves to making a difference in the healthcare industry, and in people’s lives. Work Shift Day (United States of America) Job Summary The Senior Human Resources Business Partner (Sr. HRBP) serves as a trusted and collaborative advisor, providing a proactive, comprehensive, practical, and valued HR perspective in partnership with facility leadership. The HRBP serves as the strategic partner to COE and the champion of value-added programs, ensuring facility alignment in support of attracting, motivating, and retaining top talent. The Sr. HRBP possesses strong skills in building relationships, diagnosing issues, advising, influencing, and guiding all levels of management on the HR implications of business decisions related to aspects of people‑management and leadership. This individual drives and deploys programs and strategies for local talent management, team culture, retention, development, compensation, and performance management that facilitate change and optimize the contribution and engagement level of employees. The Sr. HRBP will utilize experience and analytics for evaluation of the effectiveness and efficiencies of HR programs and processes in assigned client groups, while making recommendations for strategic changes. Core Responsibilities and Essential Functions Consultation, coaching, and business partnership: In partnership with leadership, diagnose, translate, and define current and future business needs into an overall integrated strategic HR plan for the facility aligned with long‑term strategic initiatives of the region and organization, focusing on strategic issues that contribute to business growth and competitiveness. Champion the HR operating model and serve as the primary liaison between facility leadership of assigned client groups and COE to ensure services and solutions drive business objectives and align with facility needs. Leverage COE and shared services partnerships to address facility issues, driving strategic initiatives and objectives as a proactive partner to the client groups assigned. Provide effective consultation and influence business decisions impacting people management and leadership, especially on strategy execution, change, talent management, employee engagement, and performance management. Act as a strategic change agent, demonstrating the ability to influence, negotiate, and gain buy‑in at all levels within the organization. Talent Management: Champion talent strategies and execution as determined by the HR strategic and operational plans, lead labor management including staffing, premium labor, and contract labor, utilize workforce analytics to identify talent implications, and participate in the leadership hiring process from selection to onboarding. Retention: Monitor internal metrics and external market developments to diagnose retention challenges, partner with COE talent management to develop strategies, and create initiatives for new hire experience, selection, onboarding, and orientation. Change and Organizational Development: Drive employee engagement and change‑management activities, coach leadership through change, partner with Leadership and OD COE to develop solutions, assess organizational capabilities, and perform talent assessments and succession planning. Performance Management, Compensation, Employee Relations, and Regulatory: Provide guidance to leadership on policies, maintain knowledge of progressive HR practices, ensure compliance with regulatory and legal requirements, and serve as a strategic partner for escalated employee relations issues and compensation initiatives. Perform other duties as assigned and comply with all Wellstar Health System policies, standards of work, and code of conduct. Required Minimum Education Bachelors in Human Resources Management Required Minimum License(s) and Certification(s) All certifications are required upon hire unless otherwise stated. Additional License(s) and Certification(s) SHRM‑SCP (SHRM Senior Certified Professional) – Preferred upon hire SHRM‑CP (SHRM Certified Professional) – Preferred upon hire SPHR (Senior Professional in Human Resources) – Preferred upon hire PHR (Professional in Human Resources) – Preferred upon hire Required Minimum Experience Minimum 7 years of strong human resource experience in all functional areas of Human Resources, preferably in a healthcare setting. Required Minimum Skills Exceptional organizational, critical thinking, and strategic mindset. Effective communication with all levels of personnel and excellent customer service. Familiarity with employment law, talent planning, performance review programs, organizational development, and learning. Ability to handle matters in a discreet and confidential manner. Skill in maintaining quality documentation of all consulting procedures. Join us and discover the support to do more meaningful work—and enjoy a more rewarding life. 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