Senior Human Resources Business Partner

Senior Human Resources Business PartnerInsource Services is conducting a confidential search on behalf of a mission-driven community healthcare organization in Rhode Island. Our client is hiring a Senior Human Resources Business Partner to serve as a strategic and hands-on generalist supporting people leaders and employees across multiple locations.This role partners closely with site executive leadership, department heads, and clinical and administrative managers on workforce strategy, employee relations, performance management, compensation and benefits guidance, workforce planning, and organizational effectiveness. A distinguishing focus is ongoing relationship management of medical providers throughout the employee lifecycle - from post-offer through credentialing, onboarding, and long-term retention - in close partnership with Talent Acquisition. The Senior HRBP operates with a high degree of autonomy, judgment, and confidentiality and is expected to be a trusted advisor to leaders across the full range of HR matters affecting a healthcare workforce serving diverse and underserved communities.Strategic HR PartnershipServe as trusted HR advisor to site executive leadership, department leaders, and people managers across assigned client groups and locationsTranslate business priorities into HR strategies and action plans; provide HR representation in leadership meetingsCoach leaders on people management, team effectiveness, feedback, and organizational designPartner with senior HR leadership on enterprise HR initiatives, policy development, and cross-functional projectsEmployee Relations & PolicyManage employee relations investigations end-to-end, including intake, interviews, documentation, findings, and recommended actionsGuide managers through coaching conversations, performance improvement plans, corrective action, and termination decisions in partnership with HR leadershipInterpret and consistently apply HR policies across sites and departmentsEnsure HR practices comply with applicable federal, state, and local employment lawsEscalate high-risk matters to senior HR leadership and legal counsel as appropriate, with thorough documentation throughoutPerformance Management & Workforce DevelopmentCoach managers on effective performance conversations, goal setting, feedback delivery, and structured performance reviewsSupport the annual performance management cycle, including calibration discussions and rating consistency across sitesPartner with leaders on career development, succession planning, and internal mobility for high performersSupport employee engagement initiatives, pulse surveys, and action planning based on resultsContribute to learning and development priorities in partnership with HR leadershipCompensation, Benefits & Total Rewards PartnershipPartner with compensation and benefits colleagues on new hire offer analyses, promotions, market adjustments, and pay equity reviewsGuide managers and employees on compensation, benefits, leave, and total rewards questions; escalate complex matters as appropriateSupport the annual compensation review cycle, including manager coaching, communication, and deliverySupport benefits open enrollment, new hire benefits guidance, and life-event escalationsPartner on FLSA classification reviews and job evaluation for new and evolving rolesProvider Relationship ManagementServe as a primary HR relationship partner for medical providers throughout the employee lifecycle, from post-offer acceptance through long-term retentionPartner closely with Talent Acquisition to maintain candidate engagement during extended pre-onboarding periods (credentialing, licensure, payer enrollment) so signed providers remain warm and connected to the organizationSupport provider onboarding, orientation, and integration in partnership with hiring leaders, Credentialing, and Medical Staff ServicesServe as an accessible, confidential HR point of contact for providers on employee relations, benefits, compensation, leave, and general HR concernsPartner with Talent Acquisition, Finance, and clinical leadership on provider engagement, satisfaction, and turnover analysis; contribute to retention strategies for physicians, advanced practice providers, and nursesWorkforce Planning & Multi-Site SupportSupport workforce planning discussions with assigned leaders, including headcount, turnover analysis, org design, and role changesPartner with Talent Acquisition on hiring plans, hiring manager coaching, and offer developmentSupport reorganizations, role changes, position eliminations, and reductions in force in partnership with HR leadership and legal counselProvide HR support and site visibility across multiple locations; travel between sites as neededPartner with Payroll, Finance, Marketing, IT, and Facilities on cross-functional employee lifecycle eventsCompliance & DocumentationEnsure HR practices comply with EEO, FLSA, ADA, FMLA, Rhode Island TDI/TCI, Paid Sick Leave, and other applicable federal and state requirementsMaintain accurate employee records, case documentation, and HRIS data for assigned client groupsSupport internal audits, workforce reporting, and regulatory site visits as they relate to HR practicesContribute to HR projects, policy updates, and compliance initiativesWhat You BringBachelor's degree in Human Resources, Business, Organizational Development, or a related field, or equivalent experience10+ years of progressive HR experience, including at least 5 years as an HR Business Partner or Senior HR GeneralistBroad generalist depth across employee relations, performance management, workforce planning, compensation and benefits partnership, and organizational effectivenessExperience supporting multiple sites, business units, or client groups in a matrixed environmentWorking knowledge of federal and Rhode Island employment law, including FLSA, FMLA, ADA, EEO, Rhode Island TDI/TCI, Paid Sick Leave, and salary transparency requirementsDemonstrated experience conducting workplace investigations and managing complex employee relations matters end-to-endExperience partnering with leaders on compensation decisions, offer analysis, market alignment, and annual compensation cycle activitiesProficiency with HRIS platforms Paycor preferred and advanced proficiency with Microsoft OfficeProven ability to build trust and credibility with executive leaders, people managers, and employees at all levelsExceptional written and verbal communication skills, including the ability to coach, influence, and hold difficult conversationsSound independent judgment and discretion with highly confidential and sensitive informationComfort with medical terminology and a demonstrated commitment to patient-centered care for diverse and underserved populations, with authentic passion for health equity and community healthPreferredPrior experience within a Federally Qualified Health Center, community health center, or other healthcare organizationExperience partnering with Talent Acquisition on provider recruitment and retention, including candidate relationship management during long credentialing and pre-onboarding periodsExperience supporting a clinical workforce, including physicians, advanced practice providers, nurses, and behavioral health cliniciansExperience with organizational design, workforce planning, and change managementSHRM-SCP, SPHR, or equivalent senior-level HR certificationFamiliarity with HRSA workforce reporting and FQHC compliance requirementsBilingual (Spanish/English or Portuguese/English)Schedule & LocationFull-time, 40 hours per week, benefit-eligible. Primarily remote - one day per week on-site at a Rhode Island location, with the remaining four days remote. Occasional additional on-site presence at other locations is required for site visits, in-person employee relations matters, town halls, provider engagement events, and cross-site meetings. Standard business hours with occasional flexibility to support employee needs across sites and shifts.Compensation$70,470 – $105,706 annually, plus a comprehensive benefits package.Work EnvironmentModerate physical activity, including walking, standing, stooping, and occasional liftingPotential exposure to blood-borne pathogens, respiratory and infectious diseases, and other bio-hazardous material requiring universal standard precautions in a clinical settingStrong organizational skills and working knowledge of safety and infection control standards of practiceEqual OpportunityOur client provides equal employment opportunities to all employees and applicants and prohibits discrimination and harassment of any type without regard to race, color, religion,