Human Resources Business Partner

Location Central Georgia Cancer Care Pay Range $73,694.40 - $144,684.80 Position Summary This Hybrid role supports the GA, FL and NC region. Typically, you would work onsite in one of our clinics 3 days a week and work remotely 2 days per week. The home base for this position is our Macon, GA office and candidates must be based in that area. The HR Business Partner (HRBP) serves as a collaborative advisor for the region and AON, providing a proactive, practical, and valued HR perspective in partnership with practice leadership. The HRBP works to find common ground across teams, advises and works closely with all region managers and leaders, and collaborates across the HR function and the business to deliver value-added service that reflects the business objectives and further the company’s agenda across all departments. The HRBP is a role model for the organization’s core values and service standards, ensuring absolute integrity and consistency in practice, effective implementation of regulatory, company and HR policies, and driving desired employee or organizational outcomes. KPA 1 – Management and Support The HRBP provides day‑to‑day performance management guidance to department management through coaching, career development, counseling, and resolves complex employee‑relations issues in collaboration with managers. Works with department leadership to develop and facilitate key approaches addressing individual and organizational needs such as workforce planning, recognition, succession planning, career development and employee relations. Leads and participates in region acquisition and transition detail and activity. Provides support to stakeholders by coaching them into thinking innovatively about their work processes and team structures to improve overall efficiencies. Provides informal leadership and mentorship to less experienced team members. Acts as the program/process leader for various HR initiatives such as open enrollment, leader education programs, and performance management. Supports the development of relationships with colleges/universities as part of the School affiliation program. KPA 2 – Analytics The HRBP analyzes trends and metrics to develop and enhance solutions, processes, and programs that address current problems and avoid future ones. Analyzes and identifies talent trends, risks, and opportunities for improvement. Develops recommendations to address risks and collaborates to implement programs and actionable people‑management solutions that achieve measurable improvements in metric results. Participates in continuous improvement initiatives, committees, and special projects. KPA 3 – Relationships and Collaboration The HRBP maintains healthy relationships across the region, network and HR team, conducts regular meetings with region managers, and acts as the navigator and connection to the rest of the HR team for expertise related to benefits, extended leaves, compensation and recruitment. Manages complex employee‑relations issues while coaching relevant managers on best practices. Coordinates and executes smooth involuntary separations with managers, preparing and documenting as required per internal processes and approvals. KPA 4 – Knowledge The HRBP maintains an in‑depth knowledge of the HR/Employment related legal requirements and policies, ensuring compliance and enabling employee engagement. Ensures facility compliance with regulatory standards, federal and state workplace legislation. Facilitates change management by optimizing organizational readiness and engagement levels. Administers HR policies, programs, and practices; ensures compliance and alignment with practice and region goals. Performs other duties and projects as assigned by the HR Director and VP HR. KPA 5 – Transitions Works with leaders to assess and execute transitions in the region, including acquisition and unwind transactions, onboarding or offboarding employees. Position Qualifications/Requirements Education Bachelor’s Degree, preferably in Business, HR, or a related field. Previous Experience Minimum of 7 years’ progressive experience in Human Resources with demonstrated knowledge as an ER specialist, management advisor or consultant. Strong HR ER foundation with breadth and depth of HR knowledge, best practices, processes, legal and regulatory. 2 years Healthcare or physician practice experience required. M&A experience preferred. Experience in remote environment. Multi‑state preferred. Ability to understand and facilitate change management related to employment and HR strategies. Certifications/Licenses Human Resources Certification (PHR or SHRM‑CP) preferred. Core Capabilities Analysis & Critical Thinking: Strong problem solving, analysis, decision‑making, planning, time management and organizational skills. Interpersonal Effectiveness: Highly developed interpersonal skills, emotional intelligence, diplomacy, tact, conflict management, delegation skills, and diversity awareness. Communication: Effective communication skills (oral, written, presentation); active listening and balanced feedback. Customer & Organizational Awareness: Strong customer focus, building an engaging culture of quality and operational excellence. Leadership and Mentoring: Leads and facilitates group discussions, coaches, mentors, motivates and engages others. Human Resources Management: Hires, coaches and supports staff; manages resources, performance and employee relations while supervising within policies and legislation. Self‑Management: Manages own time, conflicting priorities, stress, and professional development; works independently with limited supervision. Computer Skills: Proficiency in MS Office Word, Excel, PowerPoint, and Outlook; experience using Workday preferred. Travel 35%-50% Standard Work Days/Hours Monday to Friday, 8:00 AM – 5:00 PM. Hybrid #J-18808-Ljbffr