Director - Human Resources Business Partner

Job Description Summary The Director, HR Business Partner serves as a strategic HR leader in a large, complex healthcare system. This role partners with senior operational and clinical leaders to align people strategies with organizational priorities, advance workforce planning, strengthen leadership capability, and support a culture of engagement, inclusion, accountability, and high performance. The Director leads a team of HR Business Partners and collaborates closely with Centers of Excellence to deliver integrated, practical, and consistent HR solutions that enable business outcomes and support exceptional patient care. This position requires a leader who can operate both strategically and hands‑on, balancing enterprise priorities with the needs of leaders and teams across a dynamic healthcare environment. The successful candidate will bring strong HR expertise, sound business judgment, a collaborative mindset, and a deep commitment to supporting leaders and associates who serve patients and communities every day. Responsibilities and Duties Serve as a trusted advisor to senior leaders, translating business priorities into people strategies that support organizational performance, workforce effectiveness, and culture. Influence organizational decision-making by highlighting potential impact to all quadrants of the balance scorecard and addressing risk factors through a deep understanding of the business. Continuously enhance knowledge of the workflows, work capacity, constraints and financial performance of areas of support, as well as across the organization. Provide direct, balanced, and trusted counsel to leaders, including the ability to respectfully challenge assumptions, address difficult issues, and guide leaders through sensitive employee and organizational matters. Lead, coach, and develop a team of HR Business Partners to ensure consistent, high‑impact consultation with leaders across assigned business areas. Understand the talent landscape of the areas of support, partnering with leaders on workforce planning, talent strategy, succession planning, leadership effectiveness and performance management; have awareness of system‑wide talent pools. Assess and validate gaps in organizational design, team effectiveness, engagement, and change management capabilities across multiple care sites, entities or areas of responsibility. Leverage and collaborate with HR Centers of Excellence, including Talent Acquisition, Total Rewards, Employee Relations, Leadership Development & Organizational Effectiveness, and Learning, Culture and Belonging, to deliver integrated solutions for identified business needs. Identify workforce trends, organizational risks, and emerging people needs; use data, insights, and sound judgment to recommend practical solutions and tap into appropriate COEs. Support leaders through complex organizational changes, including restructuring, growth, integration, transformation, and operating model shifts – ensuring change readiness and comprehensive communication across assigned areas. Advance employee engagement & experience, leadership capability, psychological safety, and talent development across assigned areas by establishing a deep understanding of area AES results and talent review identified opportunities. Help set the direction for HRBP support prioritization across the system and contribute perspective to the development of HR strategies. Contribute insights and advice to system‑wide HR initiatives, process improvements, communications, and programs that strengthen the associate and leader experience; drives awareness and adoption in their areas of influence. Equip leaders with appropriate resources to support addressing complex employee relations, performance, and retention concerns. Serve as an escalation point for and promote consistent application of HR policies, practices, and employment‑related decisions while balancing the unique needs of clinical, operational, and corporate environments. Support the responsible integration and adoption of AI‑enabled tools and capabilities across both HR and assigned business areas and build leader and associate readiness for evolving ways of working. As a High Reliability Organization (HRO), focus on safety, quality and efficiency in performing job duties. Recognize that the job profile provides an overview of responsibilities and duties and is not intended to be an exhaustive list and is subject to change at any time. Minimum Qualifications Bachelor's Degree (Required) Specialized Knowledge Strategic thinking and business acumen Executive presence and trusted‑advisor capability Leadership coaching and talent development Change leadership and organizational agility Data‑informed decision making Collaboration across HR Centers of Excellence Judgment, discretion, and confidentiality Commitment to inclusion, belonging, and a positive associate experience Work Shift Day Scheduled Weekly Hours 40 Department HR Business Partners Equal Employment Opportunity OhioHealth is an equal opportunity employer and fully supports and maintains compliance with all state, federal, and local regulations. OhioHealth does not discriminate against associates or applicants because of race, color, genetic information, religion, sex, sexual orientation, gender identity or expression, age, ancestry, national origin, veteran status, military status, pregnancy, disability, marital status, familial status, or other characteristics protected by law. Equal employment is extended to all persons in all aspects of the associate‑employer relationship including recruitment, hiring, training, promotion, transfer, compensation, discipline, reduction in staff, termination, assignment of benefits, and any other term or condition of employment. #J-18808-Ljbffr