Senior HR Business Partner, Employee Relations

Job Description

Job Description

Description:

The Senior HR Business Partner, Employee Relations serves as the organization's primary employee relations advisor and strategic partner to leaders across a growing multi-state healthcare organization. This role leads investigations, supports performance management and employment decisions, coaches leaders through complex employee matters, and helps drive consistent, compliant people practices across the organization.

As a member of the People Team, the Senior HR Business Partner promotes a positive employee experience while supporting business growth through practical, people-centered solutions. This role ensures the consistent application of policies and practices and mitigates organizational risk through fair, well-documented, and compliant employment decisions.

ReFocus Eye Health operates throughout the Mid-Atlantic region and continues to experience significant growth, primarily through mergers and acquisitions. As a result, this position requires a highly organized, adaptable, and detail-oriented HR professional who thrives in a fast-paced environment and can effectively support leaders and employees through periods of growth and change. Travel to office and clinic locations within the region may be required to support investigations, employee relations matters, leadership coaching, and integration activities.

The ideal candidate demonstrates strong business judgment, exceptional organizational skills, and the ability to balance multiple priorities while maintaining confidentiality, consistency, and compliance.

Approximate 80% remote. up to 20% travel

Essential Duties & Responsibilities

Employee Relations

• Serve as the primary HR lead for employee relations matters across the organization.
• Conduct and manage employee investigations, including concerns involving misconduct, harassment, discrimination, retaliation, and policy violations.
• Provide guidance and recommendations regarding performance management, corrective action, and termination decisions.
• Coach managers on employee relations best practices and effective people management strategies.
• Ensure consistent, fair, and legally compliant handling of employee issues.
• Maintain thorough and accurate documentation of employee relations matters.
• Identify patterns and trends that may indicate organizational concerns and recommend proactive solutions.

Workforce Policy Administration

• Serve as the owner and steward of the employee handbook and related workforce policies.
• Review, update, and maintain policies to ensure compliance with federal, state, and local employment laws.
• Partner with HR leadership and business leaders to communicate policy changes and expectations.
• Ensure consistent interpretation and application of company policies.
• Develop resources and training to educate leaders on policy requirements and workplace expectations.

Multi-State Compliance Support

• Partner with the Benefits, Leaves & Compliance team to address employment law considerations across multiple states.
• Monitor emerging employment law trends and policy implications.
• Support compliance audits, investigations, and regulatory inquiries as needed.
• Collaborate on policy updates and implementation of state-specific requirements.

Leadership & Strategic Partnership

· Partner with operational leaders to proactively identify workforce challenges, provide practical solutions, and support organizational effectiveness.

• Serve as a trusted advisor to leaders on employee relations and workforce management issues.
• Collaborate with HR colleagues to ensure alignment and consistency in people practices.
• Partner with Legal Counsel on complex and high-risk employee matters.
• Escalate significant organizational, legal, or reputational risks to HR leadership.

Employee Relations & Compliance Partnership

• Partner closely with the Manager of Benefits, Leaves & Compliance on:
  • Leave-related employee relations matters
  • Accommodation requests and ADA concerns
  • Compliance-related employment issues
  • High-risk or precedent-setting cases
• Participate in collaborative ER reviews to ensure decisions are balanced, equitable, and defensible.

Mergers & Acquisitions Support

· Partner with the People Team and operational leaders to assess workforce risks and employee relations considerations during acquisitions.

· Support integration planning and change management efforts for newly acquired practices.

• Provide employee relations guidance and recommendations throughout the integration process.
• Support policy alignment and organizational change initiatives associated with continued growth.

Qualifications:

Education

• Bachelor's degree in Human Resources, Business Administration, Employment Relations, or related field preferred.
• MUST in the Northeast OR Mid-Atlantic and be on EST time zone

Experience

• 5+ years of progressive Human Resources experience.
• 5+ years of employee relations, investigations, and performance management experience.
• Experience supporting performance management and corrective action processes.
• Experience interpreting and applying employment laws and company policies.

· Experience supporting organizations undergoing rapid growth, organizational change, or mergers and acquisitions preferred.

· Experience supporting geographically dispersed employee populations and multi-site operations preferred.

· Experience supporting physician practices, ambulatory healthcare environments, or multi-site healthcare operations preferred.

Knowledge, Skills & Abilities

· Ability to thrive in a fast-paced, high-growth environment with competing priorities.

· Strong organizational skills, attention to detail, and follow-through.

· Ability to manage multiple complex employee relations matters simultaneously.

· Ability to successfully navigate organizational change and support leaders and employees through periods of growth and integration.

· Demonstrated ability to adapt to changing business needs while maintaining consistency and compliance.

· Strong knowledge of employee relations principles, employment law, and workplace investigations.

· Excellent conflict resolution, critical thinking, and problem-solving skills.

· Sound judgment and decision-making capabilities in complex and sensitive situations.

· Ability to manage highly confidential information with professionalism and discretion.

· Exceptional communication, coaching, and interpersonal skills.

· Ability to influence leaders, build credibility, and establish strong partnerships across all levels of the organization.

· Strong project management, prioritization, and organizational effectiveness skills.

· Comfortable working independently and traveling throughout the Mid-Atlantic region as business needs require.

Success Measures

· Successfully support employee relations needs throughout organizational growth, acquisitions, and workforce integrations while maintaining a consistent employee experience and minimizing organizational risk.

• Consistent, fair, and defensible employee relations outcomes.
• Timely resolution of investigations and employee concerns.
• Reduced organizational risk through proactive employee relations management.
• Consistent application and interpretation of workforce policies.
• Strong manager confidence in HR guidance and support.
• Accurate and up-to-date handbook and policy administration.
• Effective collaboration with Benefits, Leaves & Compliance to address complex employee matters.
• Positive support of organizational growth and acquisition integration efforts.