Human Resources Business Partner

Human Resources Business PartnerThe Human Resources Business Partner (HRBP) serves as a strategic advisor to healthcare leaders and departments, aligning human resources practices with organizational goals to support high-quality patient care and operational excellence. This role partners with clinical and non-clinical leadership to drive workforce strategy, employee engagement, compliance, and talent management in a complex, highly regulated healthcare environment.This is a fully on-site position. Candidates must be able to work on-site at our facility. Remote and hybrid work arrangements are not available for this role.Job Specific Duties and ResponsibilitiesStrategic PartnershipAct as a trusted advisor to executives, physicians, nursing leaders, and department managers.Align HR initiatives with organizational goals, patient care priorities, and regulatory requirements.Analyze workforce trends and provide insights to inform decision-making.Participate in strategic planning including workforce planning and succession strategies.Employee RelationsProvide guidance on employee relations matters, including performance management, disciplinary actions, investigations, and conflict resolution.Ensure consistent application of policies and procedures while maintaining fairness and compliance.Coach leaders on effective leadership practices and communication.Talent Management & DevelopmentPartner with leadership to identify staffing needs and support recruitment strategies in a competitive healthcare labor market.Facilitate talent development, succession planning, and leadership development initiatives.Promote employee engagement and retention strategies, particularly for critical clinical roles.Compliance & Risk ManagementEnsure compliance with federal, state, and local employment laws and healthcare regulations (e.g., HIPAA, Joint Commission standards).Support audits, investigations, and accreditation readiness activities.Maintain knowledge of labor laws, union agreements (if applicable), and healthcare standards.Performance ManagementLead performance management processes, including goal setting, evaluations, and improvement plans.Support leaders in managing underperformance and recognizing high performers.Change ManagementSupport organizational changes such as mergers, acquisitions, restructures, and departmental changes.Develop and execute change management plans to ensure smooth transitions.Communicate effectively with staff during periods of change.Compensation & Benefits CollaborationPartner with compensation and benefits teams to ensure competitive offerings and equitable pay practices.Provide guidance to leadership on compensation decisions and workforce budgeting.Diversity, Equity & Inclusion (DEI)Promote a culture of inclusion and belonging across the organization.Support initiatives to increase workforce diversity and reduce disparities in employee experience.Required Education and ExperienceBachelor's degree in Human Resources, Business Administration, Healthcare Administration, or related field requiredMaster's degree preferredLicenses, Certifications and/or RegistrationsSHRM-CP, SHRM-SCP, PHR, or SPHR are preferredHealthcare HR certifications (e.g., ASHHRA) are preferredRequired Knowledge, Skills, AbilitiesStrong knowledge of employment law and HR best practicesUnderstanding of healthcare operations, including clinical and support rolesExcellent interpersonal, communication, and conflict resolution skillsAbility to influence and build relationships at all organizational levelsStrong analytical and problem-solving abilitiesHigh level of discretion and professionalismAbility to manage multiple priorities in a fast-paced healthcare environmentWork EnvironmentWorks in hospitals, clinics, or healthcare system officesMay require occasional evening or weekend hours based on operational needsInteraction with clinical staff, leadership, and support departmentsKey Performance IndicatorsEmployee engagement and retention ratesTime-to-fill critical rolesReduction in employee relations cases / improved outcomesCompliance audit resultsLeadership satisfaction with HR supportReporting StructureReports to: Director of Human Resources or HR LeaderPartners with: Clinical leadership, department managers, executive teamPhysical RequirementsLifting < 10lbs: Occasional (10-30% of the time)Lifting 10-35lbs: Seldom (1-10% of the time)Lifting > 35lbs: Never (0% of the time)Carrying < 10lbs: Occasional (10-30% of the time)Carrying 10-35lbs: Seldom (1-10% of the time)Carrying > 35lbs: Never (0% of the time)Pushing/Pulling: Seldom (1-10% of the time)Sitting: Constant (>70% of the time)Standing: Frequent (30-70% of the time)Walking: Frequent (30-70% of the time)Bending/Stooping: Seldom (1-10% of the time)Crouching: Seldom (1-10% of the time)Sensory RequirementsVision: Within normal range, with or without corrective devicesHearing: Within normal range, with or without corrective devicesSpeech: Within normal range, with or without corrective devicesFTE:1Work Shift:All non union, non exempt staffWorking Location:Elma, Washington