HR Business Partner

Departmental Overview Compensation/Benefits $30.10-$49.17/hr. depending on previous work experience Benefits include medical, dental, vision, paid time off (PTO), paid holidays, short term, long term disability, life insurance, tuition reimbursement, scholarship opportunities, retirement plans, free parking, and opportunities for advancement The Human Resources Business Partner (HRBP) serves as a strategic partner to assigned departments, leaders, and employees by aligning human resources strategies with organizational and operational objectives. The HRBP provides consultative support in employee relations, talent management, workforce planning, performance management, organizational development, employee engagement, compensation, policy interpretation, and change management. This position collaborates with healthcare leaders to create a positive work environment while ensuring compliance with all federal, state, and local employment laws and healthcare regulations. Job Summary Employee Relations Advise leaders on employee performance, disciplinary actions, corrective action, coaching, and conflict resolution Conduct workplace investigations involving employee complaints, policy violations, harassment, discrimination, and other employee concerns Recommend appropriate resolutions while minimizing organizational risk Ensure consistent application of HR policies and procedures Strategic Business Partnership Build trusted relationships with executives, administrative directors, directors, managers, and supervisors Understand departmental goals and develop HR strategies that support organizational objectives Provide proactive HR consultation to improve workforce effectiveness and employee engagement Participate in operational meetings and leadership planning sessions Performance Management Coach Leaders on performance management best practices Assist with performance improvement plans, evaluations, and employee development discussions Support succession planning and leadership development initiatives Talent Management Partner with Talent Acquisition to support recruiting strategies and workforce planning Assist leaders with onboarding, retention, and workforce optimization Analyze turnover trends and recommend retention strategies Compensation and Classification Partner with Compensation to evaluate positions, organizational structures, job descriptions, and pay recommendations Assist leaders with compensation decisions consistent with organizational philosophy Ensure compliance with FLSA and internal compensation guidelines Organizational Development Support organizational restructuring, department redesign, and workforce planning initiatives Facilitate change management efforts during organizational transitions Assist leaders in building high-performing teams Compliance Ensure compliance with employment laws including FLSA, FMLA, ADA, Title VII, USERRA, and other applicable regulations Interpret HR policies and provide guidance regarding employment practices Maintain confidentiality of sensitive employee information Employee Engagement Assist departments with employee engagement initiatives Review engagement survey results and partner with leaders to develop action plans Promote a culture of respect, accountability, diversity, and inclusion HR Metrics and Analytics Analyze workforce metrics including turnover, vacancy rates, retention, overtime, absenteeism, and engagement Provide data-driven recommendations to leadership Develop reports and presentations to support strategic decision-making Qualifications Education Bachelor's degree in Human Resources, Business Administration, Healthcare Administration, Organizational Development, or related field required Master's degree preferred Experience 5+ years of progressive Human Resources experience 3+ years serving as an HR Generalist or Human Resources Business Partner preferred Healthcare experience strongly preferred Licensure/Certification Preferred: SHRM Certified Professional (SHRM-CP) SHRM Senior Certified Professional (SHRM-SCP) PHR or SPHR certification through HRCI Other Knowledge, Skills, and Abilities Thorough knowledge of employment law and HR best practices Strong employee relations and conflict resolution skills Excellent consultation and influencing abilities Strong interpersonal and communication skills Ability to build trust and credibility with leaders Experience conducting workplace investigations Knowledge of performance management principles Strong analytical and problem-solving abilities Excellent organizational and project management skills Proficiency with HRIS systems (such as Workday), Microsoft Office, and workforce analytics tools Ability to manage multiple priorities in a fast-paced healthcare environment Ability to maintain strict confidentiality Physical Requirements Prolonged periods of sitting and computer work Occasional standing, walking, bending, and lifting up to 20 pounds Ability to travel between facilities within the health system as needed Working Conditions Office and healthcare facility environment Frequent interaction with physicians, leaders, staff, and executives Occasional evening or weekend work may be required to support organizational needs Exposure to confidential and sensitive employee information requiring professional discretion Schedule M-F Days Work Shift Day Position Type Regular Full Time #J-18808-Ljbffr