Associate Human Resources Business Partner

Overview

The Associate Human Resources Business Partner provides dedicated, on-site HR support for an assigned hospital and serves as a day-to-day partner to local leaders and managers. Working under the direction of the Regional Human Resources Business Partner, the position supports employee relations, workforce performance, employee engagement, policy application, leadership effectiveness, and execution of local and regional HR priorities. The Associate HR Business Partner provides timely HR guidance, supports resolution of routine workforce issues, and helps leaders implement people-related action plans while escalating complex, high-risk, strategic, or precedent-setting matters to the Regional HR Business Partner and appropriate system HR resources.

Responsibilities

• Serves as the dedicated on-site HR partner for the assigned hospital(s), providing day-to-day support to leaders, managers, and employees.
• Partners with local leaders to address workforce needs and support implementation of regional and system HR priorities.
• Advises managers on employee relations matters including performance, attendance, corrective action, policy application, workplace conflict, and employee complaints.
• Conducts routine workplace investigations and fact-finding and escalates complex, high-risk, or sensitive matters to the Regional Human Resources Business Partner.
• Supports administration of applicable collective bargaining agreements and assists with grievance fact-finding and documentation in partnership with the Regional Human Resources Business Partner and system labor relations resources.
• Monitors local workforce indicators including turnover, vacancies, retention, attendance, and employee relations activity and identifies emerging trends or concerns.
• Supports implementation and follow-up of workforce, retention, engagement, attendance, and performance action plans.
• Provides practical coaching and HR guidance to frontline and department managers to promote consistent and effective people-management practices.
• Supports local leadership development, employee engagement, culture, and organizational effectiveness initiatives.
• Supports consistent application of employment laws, organizational policies, HR practices, and compliance requirements within the assigned facility.
• Identifies employee-related or HR compliance risks and escalates matters requiring additional review or specialized support.
• Maintains a visible and accessible HR presence and gathers employee and leader feedback to inform local HR priorities.
• Partners with HR Centers of Excellence and centralized HR functions to connect the assigned hospital with appropriate programs, resources, and subject matter expertise.
• Supports implementation of enterprise HR programs and initiatives within the assigned facility.
• Maintains appropriate confidentiality, documentation, objectivity, and professionalism in all HR matters.
• Performs other duties as assigned in support of local, regional, and organizational HR objectives.

Qualifications

Education

• High School Diploma or GED Required
• Bachelor’s degree in Human Resources, Business Administration, Healthcare Administration, or a related field required.
• Relevant HR certification preferred.

Minimum Work Experience

• Three or more years of progressive human resources experience, preferably in healthcare or a similarly complex operating environment.
• Experience supporting employee relations, performance management, investigations, or HR business partnership activities preferred.

Required Skills, Knowledge, and Abilities

• Working knowledge of employee relations, performance management, HR practices, and workforce management.
• Working knowledge of applicable federal and state employment laws and regulations.
• Ability to interpret and consistently apply organizational policies, procedures, and established HR practices.
• Demonstrated ability to build effective relationships with managers, employees, and HR partners.
• Strong communication, problem-solving, organizational, and conflict-resolution skills.
• Ability to conduct fact-finding and routine workplace investigations objectively and confidentially.
• Ability to review workforce information, recognize trends, and support practical action planning.
• Sound judgment in identifying matters requiring escalation to the Regional HR Business Partner or other system resources.
• Ability to balance local operational needs with enterprise HR standards and direction.