People Operations Business Partner

Vyne is a healthcare technology company connecting providers, payers, and patients through secure health information exchange and intelligent communication management. Operating across two specialized business units — Vyne Medical and Vyne Dental — the company serves more than 800 hospitals and health systems, 84,000 dental offices, and 800+ health plans and payers across the United States. Vyne Medical helps hospitals and health systems automate clinical and operational workflows, reduce denials, and accelerate revenue cycle performance, while Vyne Dental empowers dental practices and payers with end-to-end revenue acceleration tools that streamline claims, attachments, and patient payments. Together, they share a single mission: replacing fragmented, paper-based healthcare processes with modern, integrated technology that saves time, reduces costs, and improves outcomes for everyone involved. At Vyne, you'll work alongside people who are passionate about what they do and genuinely invested in each other's success. The company is remote‑first, offering flexibility and work‑life balance that employees consistently value. Whether you're solving complex healthcare challenges or collaborating across teams, the work here is meaningful and the people make it worth showing up for. Title of Position: People Operations Business Partner Organizational Relationship: Reports to Chief People Officer Job Family: People Operations Managerial Responsibilities: None (partners with and influences people leaders across the organization) Classification: Exempt / Full‑Time Location: This role is located in Lindon, Utah and requires hybrid work flexibility. General Summary The People Operations Business Partner is the primary partner to people leaders and employees on employee relations, performance, and owning the overall employee experience at Vyne. This role leads sensitive employee relations matters, owns the employee lifecycle from onboarding through offboarding, and coaches managers to build leadership capability, strengthen performance, and resolve people issues. The role also drives performance enablement, maintains Vyne’s job architecture and career‑pathing frameworks, and safeguards HR policy and compliance. The ideal candidate is a trusted, discreet advisor with strong judgment, deep knowledge of employment law, and the ability to coach and influence leaders at every level of the organization. Duties & Responsibilities Engagement & Culture Facilitate employee roundtables and contribute to employee engagement and employee satisfaction and retention initiatives. Leverage AI to elevate the People function, proactively identifying opportunities to automate, enhance, and streamline HR processes while protecting data privacy and applying sound human judgment. Utilize engagement survey data and exit feedback to identify trends and opportunities for improving the employee experience. Act as a champion of a fair and respectful workplace by driving ER programs that support belonging and equity. Employee Relations Serve as a trusted advisor to people leaders and employees on HR policies, employee relations, and workplace concerns. Partner across all levels of the organization, including executive leadership, managers, and employees on matters related to people operations. Maintain current knowledge of federal and state employment law and ensure consistent, compliant application of policy. Exercise sound judgment and discretion in handling confidential and sensitive information. Serve as the first point of contact for employee relations conversations and concerns. Conduct fact‑finding interviews and maintain thorough documentation through resolution. Lead or oversee sensitive internal investigations, disciplinary actions, and complex workplace issues. Advise on and support employment‑related legal matters—discussion, prevention, and resolution. Facilitate mediation for employee issues and manage employee hardship situations. Work directly with people leaders on a regular basis regarding employees, team structure, and issues. Performance Management Drive biannual and annual performance cycles, including reminders to managers and employees. Provide performance‑tracking updates and completion reporting to the Executive Leadership Team. Support managers through organizational changes and performance‑related questions. Prepare for and conduct Performance Improvement Plan (PIP) discussions with managers and employees. Coach managers on corrective action, performance conversations, and effective communication. Promote a culture of accountability, feedback, and continuous learning. Onboarding & Offboarding Conduct new hire orientation, including onboarding sessions and follow‑up 1:1s. Lead new hire check‑ins and coordinate new hire announcements. Administer 30, 60, and 90‑day onboarding surveys. Manage the full termination process, including exit checklists, final pay coordination, and HRIS processing. Conduct exit interviews and track regrettable turnover, turning data into actionable items that promote high employee satisfaction and retention. Prepare and deliver separation agreements and coordinate RIF outplacement services. People Operations & Team Collaboration Manage the HR mailbox and channel responses, ensuring timely employee support. Contribute to CEO weekly updates and participate in HR team, SLT, and quarterly (QDR) meetings. Own the annual review and revision of the employee handbook and HR policies. Maintain policies and procedures to ensure ongoing compliance. Approve offer letters and conduct final‑round interviews for Manager and Director‑level roles. Partner with hiring managers to create and maintain compliant, consistent job descriptions. Coordinate weekly with the recruiter and talent team on open roles. Perform administrative duties related to the HR function and support broader People team projects as needed. Education, Knowledge, Skills & Abilities Bachelor’s degree in Human Resources, Business, or related field. 5+ years of progressive HR experience, including at least 3 years in employee relations. Hands‑on experience using AI tools responsibly; fluency in Claude or strong plus. Experience in Rippling is a plus. Knowledge of employment laws and best practices in ER, investigations, and organizational policy. Experience managing ER in multi‑state and/or multi‑site organizations. Proven ability to manage complex, sensitive, and confidential matters with integrity and discretion. Strong interpersonal, communication, and coaching skills with the ability to influence across all levels. Experience with HRIS, case management systems, and ER analytics tools. Strong problem‑solving and creative skills and the ability to exercise sound judgment and make decisions based on accurate and timely analyses. High level of integrity and dependability with a strong sense of urgency and results‑orientation. Physical Demand Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this job, the employee is regularly required to sit; use hands to finger, handle, or feel; reach with hands and arms and talk or hear. Specific vision abilities required include close vision, distance vision, color vision, peripheral vision, depth perception and ability to adjust focus. Work Environment Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The noise level in the work environment is usually moderate. Security Role / Responsibility Protected Health Information (“PHI”): This position may have access to and be responsible for the security of PHI/PI on an incidental basis. Human Resource Information: This position may have access to and be responsible for the security of information including salary, insurance, reviews, resumes. Financial Admin: This position may have access to and be responsible for the security of financial administrative accounts and corporate accounts. Application Admin: This position may have access to and be responsible for securely administering user access to corporate applications. EEO Statement Vyne provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age, disability, genetics, or veteran status. In addition to federal law requirements, Vyne follows applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. #J-18808-Ljbffr