Human Resources Business Partner

Human Resources Business Partner

The Human Resources Business Partner (HRBP) serves as a strategic advisor to healthcare leaders and departments, aligning human resources practices with organizational goals to support high-quality patient care and operational excellence. This role partners with clinical and non-clinical leadership to drive workforce strategy, employee engagement, compliance, and talent management in a complex, highly regulated healthcare environment.

Job Summary

The Human Resources Business Partner (HRBP) serves as a strategic advisor to healthcare leaders and departments, aligning human resources practices with organizational goals to support high-quality patient care and operational excellence. This role partners with clinical and non-clinical leadership to drive workforce strategy, employee engagement, compliance, and talent management in a complex, highly regulated healthcare environment.

Job Specific Duties and Responsibilities

Strategic Partnership

• Act as a trusted advisor to executives, physicians, nursing leaders, and department managers.
• Align HR initiatives with organizational goals, patient care priorities, and regulatory requirements.
• Analyze workforce trends and provide insights to inform decision-making.
• Participate in strategic planning including workforce planning and succession strategies.

Employee Relations

• Provide guidance on employee relations matters, including performance management, disciplinary actions, investigations, and conflict resolution.
• Ensure consistent application of policies and procedures while maintaining fairness and compliance.
• Coach leaders on effective leadership practices and communication.

Talent Management & Development

• Partner with leadership to identify staffing needs and support recruitment strategies in a competitive healthcare labor market.
• Facilitate talent development, succession planning, and leadership development initiatives.
• Promote employee engagement and retention strategies, particularly for critical clinical roles.

Compliance & Risk Management

• Ensure compliance with federal, state, and local employment laws and healthcare regulations (e.g., HIPAA, Joint Commission standards).
• Support audits, investigations, and accreditation readiness activities.
• Maintain knowledge of labor laws, union agreements (if applicable), and healthcare standards.

Performance Management

• Lead performance management processes, including goal setting, evaluations, and improvement plans.
• Support leaders in managing underperformance and recognizing high performers.

Change Management

• Support organizational changes such as mergers, acquisitions, restructures, and departmental changes.
• Develop and execute change management plans to ensure smooth transitions.
• Communicate effectively with staff during periods of change.

Compensation & Benefits Collaboration

• Partner with compensation and benefits teams to ensure competitive offerings and equitable pay practices.
• Provide guidance to leadership on compensation decisions and workforce budgeting.

Diversity, Equity & Inclusion (DEI)

• Promote a culture of inclusion and belonging across the organization.
• Support initiatives to increase workforce diversity and reduce disparities in employee experience.

Required Education and Experience

• Bachelor's degree in Human Resources, Business Administration, Healthcare Administration, or related field required
• Master's degree preferred

Licenses, Certifications and/or Registrations

• SHRM-CP, SHRM-SCP, PHR, or SPHR are preferred
• Healthcare HR certifications (e.g., ASHHRA) are preferred

Required Knowledge, Skills, Abilities

• Strong knowledge of employment law and HR best practices
• Understanding of healthcare operations, including clinical and support roles
• Excellent interpersonal, communication, and conflict resolution skills
• Ability to influence and build relationships at all organizational levels
• Strong analytical and problem-solving abilities
• High level of discretion and professionalism
• Ability to manage multiple priorities in a fast-paced healthcare environment

Work Environment

• Works in hospitals, clinics, or healthcare system offices
• May require occasional evening or weekend hours based on operational needs
• Interaction with clinical staff, leadership, and support departments

Key Performance Indicators

• Employee engagement and retention rates
• Time-to-fill critical roles
• Reduction in employee relations cases / improved outcomes
• Compliance audit results
• Leadership satisfaction with HR support

Reporting Structure

• Reports to: Director of Human Resources or HR Leader
• Partners with: Clinical leadership, department managers, executive team

Physical Requirements

• Lifting < 10lbs: Occasional (10-30% of the time)
• Lifting 10-35lbs: Seldom (1-10% of the time)
• Lifting > 35lbs: Never (0% of the time)
• Carrying < 10lbs: Occasional (10-30% of the time)
• Carrying 10-35lbs: Seldom (1-10% of the time)
• Carrying > 35lbs: Never (0% of the time)
• Pushing/Pulling: Seldom (1-10% of the time)
• Sitting: Constant (>70% of the time)
• Standing: Frequent (30-70% of the time)
• Walking: Frequent (30-70% of the time)
• Bending/Stooping: Seldom (1-10% of the time)
• Crouching: Seldom (1-10% of the time)

Sensory Requirements

• Vision: Within normal range, with or without corrective devices
• Hearing: Within normal range, with or without corrective devices
• Speech: Within normal range, with or without corrective devices

FTE:

1

Work Shift:

All non union, non exempt staff

Working Location:

Elma, Washington