HR Business Partner

HR Business Partner

The HR Business Partner — Healthcare role at the Detroit Wayne Integrated Health Network (DWIHN) is a strategically vital position established as part of an urgent effort to realign DWIHN's HR service delivery model to support both the current and future state of the organization's operations. Designed to align human resources practices with clinical and operational objectives, this role reports directly to the Associate Vice President of Human Resources to ensure objectivity and impartiality in employee relations matters. Serving as a trusted advisor to leadership, the HRBP navigates complex employee relations matters, conducts rigorous workplace investigations, and delivers consultative guidance that supports fair and compliant outcomes. This role demands a unique blend of strategic HR advisory expertise and hands-on case management acumen, ensuring that workforce challenges are addressed with both analytical rigor and empathetic judgment. By partnering closely with clinical, compliance, and executive stakeholders, the HRBP directly advances DWIHN's mission of delivering integrated behavioral health services to the residents of Detroit and Wayne County. The successful candidate will be a proactive problem-solver who thrives at the intersection of people strategy and operational excellence.

The HR Business Partner (Healthcare) partners with clinical and operational leaders to deliver strategic HR guidance, manage complex employee relations matters, and support organizational change. This role blends consultative HR strategy with hands-on investigation and case management to ensure fair, compliant, and timely resolution of workplace issues while advancing DWIHN's mission and operational goals. This position reports directly to the Associate Vice President of Human Resources to maintain the independence, objectivity, and impartiality essential to employee relations investigations and sensitive case management. This role is a critical component of DWIHN's effort to urgently realign its HR service delivery model to meet both current operational demands and the future state of the organization.

Key Responsibilities

• Serve as the primary HR advisor to assigned clinical/operational units; build trusted relationships with leaders and staff.
• Lead and conduct thorough employee relations investigations, including interviews, evidence collection, analysis, and written findings.
• Apply critical thinking to synthesize facts, policy, regulatory requirements, and clinical context to recommend appropriate actions.
• Coach leaders on performance management, progressive discipline, conflict resolution, and documentation best practices.
• Partner with Compliance, Legal, and Executive Leadership on sensitive or high-risk matters.
• Support workforce planning, talent management, and organizational design initiatives aligned to operational priorities.
• Facilitate change management activities for program launches, process changes, and restructures.
• Maintain accurate case records and ensure confidentiality and compliance with applicable laws and policies.
• Contribute to HR policy development and continuous improvement of HR processes and the HR service model.
• Support the urgent realignment of the HR service delivery model to ensure it meets both the current and future-state operational needs of the organization.
• Maintain the independence and objectivity required of the employee relations function through direct reporting to the Associate Vice President of Human Resources, ensuring impartiality in all investigations and case management activities.

Required Qualifications

• Bachelor's degree in Human Resources, Business Administration, Healthcare Administration, or related field.
• Minimum 5 years of HR experience with at least 2 years in employee relations or investigations; healthcare or behavioral health experience strongly preferred.
• Demonstrated experience conducting workplace investigations and producing clear, defensible reports.
• Strong critical thinking, analytical, and written communication skills.
• Knowledge of employment law, regulatory requirements, and best practices in HR investigations.
• Ability to handle sensitive information with discretion and maintain confidentiality.
• Proficiency with HRIS systems and case management tools.

Preferred Qualifications

• Master's degree or HR certification (PHR, SPHR, SHRM-CP, SHRM-SCP).
• Experience working in a unionized environment or with collective bargaining agreements.
• Training in investigative techniques, interviewing, or mediation.
• Core Competencies Critical Thinking & Analysis: Able to evaluate complex situations, identify root causes, and recommend balanced solutions.
• Investigation & Documentation: Methodical approach to fact-finding and producing clear, evidence-based reports.
• Influence & Coaching: Skilled at guiding leaders through difficult conversations and performance interventions.
• Regulatory & Ethical Judgment: Understands healthcare compliance and acts with integrity.
• Collaboration: Works effectively across functions (Compliance, Legal, Clinical, Operations).
• Adaptability: Comfortable in a dynamic environment with shifting priorities.
• Independence & Objectivity: Maintains impartiality in employee relations matters, free from operational conflicts of interest, through an appropriate reporting structure.
• Performance Metrics Time to case resolution Quality of investigation reports Leader and employee satisfaction Reduction in repeat incidents Compliance audit outcomes