HR Generalist/HR Business Partner I

Join a mission-driven organization where people are at the center of everything we do. As a Human Resources Business Partner I with a strong focus on talent acquisition, you won’t just fill roles—you’ll shape the future of our workforce. This is an opportunity to partner directly with leaders, influence hiring strategy, and play a key role in building high‑performing teams that make a real impact in our communities. You’ll gain hands‑on experience across recruitment, employee relations, and engagement while developing into a strategic HR partner. If you’re energized by connecting great people to meaningful work and want a clear path to grow your HR career, this role offers the perfect balance of impact, visibility, and professional development. The Human Resources Business Partner I (HRBP I) serves as an emerging strategic partner to leaders while maintaining a strong operational focus on talent acquisition and partner support. This role provides consultative support to assigned departments in recruitment, employee relations, engagement, performance support, and workforce planning, while developing broader business partner capabilities. This position has a primary emphasis on recruitment strategy and execution, including oversight of high-level recruiting, support of high‑volume recruitment processes, workforce planning support, and onboarding strategy. The HRBP I partners closely with leadership and the VP of Human Resources to attract, develop, and retain talent while supporting organizational culture, partner engagement, and operational effectiveness. Strategic HR Partnership (Developing) Partner with leaders to understand staffing needs, workforce challenges, and operational priorities. Provide developing consultative support on partner relations, performance concerns, and workforce issues. Support leaders with workforce planning, retention strategies, and organizational initiatives. Analyze recruiting and turnover trends and provide recommendations to leadership. Escalate complex employee relations, investigations, and high‑risk issues to VP of HR as appropriate. Talent Acquisition and Recruitment (Primary Focus) Lead strategic recruitment efforts for assigned professional, leadership, and difficult-to-fill positions. Oversee the Applicant Tracking System and recruitment workflow, ensuring timely postings, candidate movement, and process effectiveness. Partner with hiring managers to develop sourcing strategies, interview plans, and candidate selection processes. Review applicant pools, source passive candidates, support interview coordination, and assist in candidate assessment. Monitor recruitment metrics including vacancy status, time‑to‑fill, source effectiveness, and candidate pipeline activity. Provide regular recruitment status updates and labor market insights to VP of HR and operational leaders. Identify trends affecting recruitment success, including compensation concerns, candidate feedback, and market challenges, and recommend solutions. Support and oversee onboarding strategies to improve new‑hire experience, integration, and retention. Partner with the Education Department and hiring leaders to support orientation planning and onboarding effectiveness. Provide support to the Recruiting and Onboarding Coordinator, with potential for future supervisory responsibilities. Employee Relations and Performance Support Provide guidance to leaders on routine employee relations matters and performance concerns. Support coaching conversations, corrective action processes, and partner issue resolution. Promote positive partner relations and support engagement and retention efforts. Engagement and Culture In partnership with VP of HR, support Culture Ambassadors and engagement initiatives. Support partner recognition, appreciation, and retention strategies. Gather partner feedback and identify opportunities to improve partner experience. Compliance and Operational Support Support fair hiring practices and compliance with employment laws and organizational policies. Assist with audits, reporting, HRIS data integrity, and required HR documentation. Collaborate with HR team members in compensation, leave, benefits, and partner support. Participate in assigned projects, committees, and cross‑functional initiatives. Leadership and Development Provide direction and support to assigned direct reports. Continue development toward broader HR Business Partner competencies. Support organizational values, servant leadership, and Just Culture philosophies. Support MedFlight/MedCare’s strategic goal to attract, develop, and retain staff. Other Duties as Assigned PARTNERS FOR LIFE. Partners – not employees. Our partners are woven together for the same purpose and have chosen to embark on a lifelong partnership of respecting each other and the patients we serve. Encompassing the principles of Servant Leadership, our partners follow the core values of Safety , Integrity , Excellence , Accountability , and Compassion in our pursuit to provide premier medical transportation services. Through our acclaimed in‑house education program, our partners are given opportunities for career and personal growth with an emphasis on work/life balance. All positions are provided with industry competitive compensation and benefits. Join our journey – we are going places and you are an integral part of that future. MedFlight and MedCare provide equal employment opportunities to all 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. The information provided in this description has been designed to indicate the general nature and level of work performed by incumbents within this job. It is not designed to be interpreted as a comprehensive inventory of all duties, responsibilities, qualifications and working conditions required of employees assigned to this job. Management has sole discretion to add or modify duties of the job and to designate other functions as essential at any time. This job description is not an employment agreement or contract. Qualifications Required Bachelor’s Degree in Human Resources, Business Administration, or related field preferred. 2+ years Human Resources experience. 1+ year experience in recruitment/talent acquisition. Demonstrated interest or capability in developing business partner skills. Knowledge of employment law, HR practices, and recruiting methods. Strong communication, organizational, and problem‑solving skills. Ability to manage multiple priorities in a fast‑paced environment. Strong HRIS and Microsoft Office skills. Desired Previous experience as an HRBP. PHR or SHRM‑CP certification. Previous experience working with Paylocity. Advanced knowledge of Excel. Previous experience in healthcare or critical care services. Salary: 65,000-75,000 #J-18808-Ljbffr MedFlight