HR Business Partner

Job Summary The HR Business Partner is responsible for overseeing and managing all HR related processes and programs for designated facilities and service lines within the Phoebe Putney Health System. This role serves as the main HR contact, delivering comprehensive support on human resources practices, innovative approaches, and legal requirements. The HR Business Partner handles all aspects of employee relations, including counseling and coaching for staff and management, managing EEOC charges, unemployment hearings, legal matters, employee complaint investigations, conducting exit interviews, analyzing turnover, and providing training. Additionally, the position offers guidance on business unit restructuring, workforce and succession planning, and acts as a change agent to foster clinical growth and enhance employee experience. Qualifications Bachelor's Degree in Human Resources, Business Administration or related field (Required) Master's Degree in Human Resources, Business Administration or related field (Preferred) Work Experience 3 or more years experience in Human Resources (Required) Licenses and Certifications Professional in Human Resources (PHR)(Preferred) Essential Functions Provides HR guidance and consultation to management to support effective employee management and organizational objectives. Analyzes trends and metrics in partnership with HR leadership and/or HR Business Partner team to develop solutions, programs and policies after reviewing system surveys (Life cycle, Engagement) looking for trends. Maintains comprehensive knowledge of employment laws and regulations to support daily employee management, minimize legal risk, and ensure organizational compliance; partners with the Legal and Compliance departments as needed. Partners with leadership and employees to strengthen workplace relationships, enhance morale, and drive productivity and retention. Partners with leadership on performance management and leadership coaching. Leads the interpretation and application of human resources policies by advising leadership and employees on policy intent, compliance requirements, and best practices, ensuring consistent, fair, and legally compliant implementation across the organization. Manages complex employee relations issues, conducts effective, thorough and objective investigations, handles grievances, advises on disciplinary actions, and responds to outside HR inquiries (Compliance Department, State agencies, and Federal agencies). Utilizes HR metrics and trends to drive decision-making regarding retention, turnover, and staffing. Leads change initiatives or organizational transitions, such as facility restructures or new technology rollouts, while maintaining employee morale. Collaborates with Organizational Development (OD) to develop and deliver training on essential topics such as conflict resolution, critical conversations, civility, harassment, and effective communication. Ensures compliance with federal, state, and local healthcare regulations, labor laws, and Joint Commission standards. Strong ability to influence senior leaders and build trust across diverse clinical and non-clinical teams.