Regional Human Resources Business Partner

Overview

The Regional Human Resources Business Partner supports the full scope of strategic human resources activity across assigned hospitals and serves as the primary liaison between local hospital leadership and system HR leadership. This role partners with hospital administration, department leaders, and HR Centers of Excellence to align workforce strategies with operational priorities and organizational goals.

The Regional Human Resources Business Partner provides strategic and operational HR consultation related to workforce planning, employee engagement, organizational effectiveness, retention, labor relations, leadership support, and change management. This role supports operational leaders in achieving workforce, productivity, culture, and engagement goals while ensuring consistency with organizational standards, policies, and HR direction.

This position is primarily focused on strategic workforce partnership and operational HR support rather than transactional HR processing and partners closely with centralized HR support functions and HR Centers of Excellence to ensure effective service delivery across assigned facilities.

Responsibilities

Strategic Partnership and Operational Support
• Serves as the primary HR business partner to assigned hospital leadership teams including CEOs, CNOs, COOs, and operational leaders.
• Supports operational leaders in achieving workforce, engagement, retention, productivity, and culture goals aligned with organizational expectations.
• Provides strategic and operational HR consultation related to workforce planning, organizational effectiveness, employee engagement, retention, and change management.
• Aligns local HR support with operational priorities, organizational goals, and system HR direction.
• Partners with HR Centers of Excellence to implement enterprise HR programs, initiatives, and operational solutions.
• Coordinates and escalates specialized HR matters to appropriate HR Centers of Excellence including HRIS, Talent Acquisition, Labor Relations, Compensation, Benefits, Organizational Development, and Compliance.
• Supports implementation of standardized HR operating models and centralized HR service delivery initiatives across the organization.
• Leverages workforce data, operational metrics, and SMART goals in support of organizational initiatives and Quadruple Aim reporting.
Workforce Analytics and Planning
• Analyzes workforce trends including turnover, retention, staffing challenges, vacancies, and engagement indicators to identify operational risks and opportunities.
• Partners with HRIS and HR leadership to support workforce reporting, dashboards, and data-driven operational decision-making.
• Provides workforce recommendations and operational insights to support staffing, retention, and organizational planning initiatives.
• Supports local operational review of compensation trends, workforce composition, and labor market conditions as needed.
Employee and Labor Relations
• Advises leaders on employee relations matters including performance management, corrective action, investigations, conflict resolution, and policy interpretation.
• Supports administration and interpretation of collective bargaining agreements in partnership with system HR leadership and labor relations resources.
• Supports proactive labor relations strategies focused on operational continuity, contract administration consistency, leader preparedness, and labor risk mitigation.
• Coordinates with Legal, Compliance, Risk Management, and system HR leadership regarding employee matters requiring escalation or formal review.
Talent and Leadership Support
• Partners with Talent Management and operational leaders on succession planning, onboarding, leadership development, and manager effectiveness initiatives.
• Supports leadership coaching and organizational development initiatives across assigned hospitals.
• Assists with local employee engagement activities, communication efforts, and workforce culture initiatives.
Compliance and HR Risk
• Supports adherence to applicable employment laws, regulations, organizational policies, and HR procedures in partnership with Compliance, Legal, and Risk Management.
• Supports audits, investigations, and operational reviews related to workforce practices and employee matters.
• Maintains appropriate confidentiality, professionalism, and discretion in all HR matters.
Communication and Engagement
• Serves as a trusted HR resource and operational partner for hospital leadership teams and managers.
• Supports leader forums, operational meetings, employee communication efforts, and engagement initiatives as assigned.
• Gathers and synthesizes employee and leader feedback to support operational action planning and workforce improvement efforts.
• Performs other duties as assigned in support of organizational and operational objectives.

Qualifications

Education
• Bachelor's degree in human resources, Business Administration, Healthcare Administration, or a related field.
• Master's degree or relevant HR Certification preferred.

Minimum Work Experience
• 5+ years of progressive HR experience in healthcare, preferably with exposure to HRBP or labor relations roles; multi-hospital or multi-site experience is highly desirable.

Required Skills, Knowledge, and Abilities
• Strong knowledge of employee relations, labor relations, HR practices, and workforce management.
• Working knowledge of applicable federal and state employment laws and regulations.
• Demonstrated ability to influence leaders, manage sensitive issues, and build trusted relationships.
• Strong communication, problem-solving, and conflict resolution skills.
• Ability to analyze workforce data and translate findings into practical recommendations.
• Ability to balance local hospital needs with enterprise standards and system HR direction