People and Culture Business Partner

Job Description Position Title: People & Culture Business Partner (P&C BP) FLSA Status: Exempt (Salaried) Reports To: Senior Director of People & Culture Supervises: None; serves as a partner and advisor to assigned department leaders Department: People & Culture Location: On-site – The Overlook, Charlton, MA Company: MHS/The Overlook – Charlton Campus

POSITION SUMMARY:

The People & Culture Business Partner (P&C BP) delivers full-scope, generalist People & Culture support across the community while serving as the dedicated, embedded partner to designated service lines and departments. Operating in a mission-driven senior living environment, the P&C BP aligns people strategy with operational goals — with particular concentration on talent acquisition, employee relations, retention, and regulatory compliance for the assigned areas of responsibility. This role balances strategic partnership with hands‑on execution. The P&C BP builds trusted relationships with department leaders in their assigned service lines, functioning as the primary People & Culture point of contact for those teams, while contributing to enterprise‑wide People & Culture programs and initiatives that serve the entire community.

POSITION DUTIES / ESSENTIAL FUNCTIONS:

Talent Acquisition & Workforce Planning Manage full-cycle recruiting for assigned service lines, including clinical (RN, LPN, CNA) and non-clinical (dining, housekeeping, maintenance) roles, with a focus on filling positions quickly in a competitive, high-turnover market. Partner with department leaders to forecast staffing needs, build proactive candidate pipelines, and reduce reliance on agency/contract labor. Post and manage requisitions, screen candidates, coordinate interviews, extend offers, and negotiate compensation within approved ranges. Develop and maintain sourcing strategies including community partnerships, nursing/CNA schools, job fairs, referral programs, and social media outreach. Track and improve key metrics: time-to-fill, cost-per-hire, offer acceptance, source effectiveness, and 90-day retention. Onboarding & Retention Coordinate pre-employment requirements including background checks (CORI/SORI as applicable), reference checks, license/credential verification, drug screening, and employee health clearances. Deliver new-hire orientation and ensure a smooth, welcoming onboarding experience that reinforces the community’s culture and mission. Conduct stay interviews and exit interviews; analyze turnover trends and partner with leaders on retention initiatives and action plans. Employee & Labor Relations Serve as a trusted advisor and first point of contact for employee questions, concerns, and conflicts in assigned areas. Assist in workplace investigations, document findings, and recommend fair, consistent resolutions in accordance with policy and law. Coach and counsel managers on performance management, corrective action, disciplinary procedures, and terminations. All employee relations issues must be reviewed with the Senior Director of People & Culture or Senior People & Culture Business Partner before action is taken , to ensure consistent, compliant, and fair handling across the organization. Compliance & Regulatory Support Ensure People & Culture practices comply with federal and state employment law and healthcare/senior-living regulations (e.g., DPH, CMS, OSHA, state licensure and survey requirements). Maintain audit-ready files for licensure, certifications, credentialing, background checks, and required employee health/immunization records. Support state survey readiness and respond to People & Culture‑related components of regulatory inspections. Uphold confidentiality and HIPAA standards in handling employee and health information. Benefits, Leave & Total Rewards Support open enrollment, benefits questions, and life‑event changes; educate employees on their total rewards. Partner with compensation on job evaluations, wage compression reviews, and market adjustments for assigned roles. Performance, Training & Development Guide leaders through the annual performance review cycle, goal setting, and progressive development plans. Identify training needs and assist in the development of training, including compliance and mandatory in‑services. Support leadership development, succession planning, and career pathing for frontline and supervisory staff. Culture & Engagement Champion the community’s mission, values, and resident‑centered culture in all People & Culture interactions. Support engagement surveys, recognition programs, and events that strengthen morale and belonging. Act as a change agent and role model, promoting an inclusive, respectful, and safe workplace.

QUALIFICATIONS:

Education & Experience

1. Bachelor’s degree in Human Resources, Business, or a related field (or an equivalent combination of education and experience).
2. 3–5+ years of progressive People & Culture generalist experience; experience in healthcare, senior living, long‑term care, or a CCRC strongly preferred.
3. Demonstrated full-cycle recruiting experience, ideally in a high-volume clinical/non-clinical environment.
4. Working knowledge of employment law and healthcare workforce compliance requirements.

KNOWLEDGE, SKILLS AND ABILITIES:

Strong employee relations, coaching, and conflict‑resolution skills. Sound judgment, discretion, and the ability to handle confidential matters with integrity. Excellent interpersonal and communication skills across all levels of the organization. Ability to manage competing priorities in a fast‑paced, 24/7 care environment. Proficiency with HRIS/ATS platforms and Microsoft Office. Compassion for and comfort working within a senior living community.

ENVIRONMENTAL ADAPTABILITY

Work indoors in a climate‑controlled setting. Possible exposure to unpleasant odors. Possible exposure to chemicals as identified in the MSDS Manual. Possible exposure to infections, diseases, and blood borne pathogens. Possible exposure to residents who may be ill, confused, irritable, and irrational. May be subject to angered and/or emotionally upset family members, personnel, and visitors. May work beyond normal working hours and on weekends and holidays when necessary.

PHYSICAL REQUIREMENTS / WORKING CONDITIONS:

On‑site role within an active residential healthcare campus. Ability to move throughout the community, including clinical units, dining, and back‑of‑house areas. Occasional lifting up to 25 lbs; prolonged periods of sitting and computer use. May require occasional evening, weekend, or on‑call availability to support 24/7 operations. #J-18808-Ljbffr The Overlook