Human Resources Business Partner

Atlas Healthcare Partners exists to form strategic partnerships with health systems across the nation to develop, manage and operate Ambulatory Surgery Centers (ASCs) in their markets. As a key player in this rapidly growing healthcare segment, we are committed to providing exceptional care and outstanding customer service to every patient, every physician, every time. Our daily focus revolves around our core values of Integrity, Culture, Teamwork, Respect, and Results.

In addition to fostering a workplace that encourages professional growth and advancement, we provide industry-leading health and dental benefits, paired with a matching retirement package. We look forward to you being a vital part of our journey in shaping the future of healthcare.

POSITION SUMMARY

The Human Resources Business Partner (HRBP) serves as a strategic partner to business leaders, providing comprehensive HR support and guidance to drive organizational success. The HRBP will collaborate with leadership to implement HR initiatives, address employee relations concerns, and ensure alignment between HR practices and business goals.

Why You'll Love This Job

If you're energized by the opportunity to build, influence, and make a lasting impact, this role is for you. As our business grows, our HR team is evolving alongside it. If you enjoy creating training programs and tools, improving processes, solving challenges, and helping people and teams succeed, you'll thrive in this role.

As an HR Business Partner, you'll collaborate with leaders, employees, and HR peers to develop people-focused solutions that strengthen leadership, enhance the employee experience, and support organizational success. You'll play a key role in developing talent, driving engagement, shaping culture, and helping the business navigate growth and change.

In this role, you will:

• Create impactful solutions by designing and implementing HR programs, training, tools, and resources that support employees and leaders.
• Serve as a trusted advisor by providing strategic HR guidance and practical solutions to help leaders make informed decisions.
• Develop strong leaders through coaching, training, and leadership development initiatives.
• Strengthen culture and engagement by fostering an environment where employees feel valued, supported, and empowered to do their best work.
• Lead through growth and change by partnering with leaders and teams during organizational transitions, integrations, and evolving business needs.
• Drive continuous improvement by identifying opportunities to enhance processes, strengthen the employee experience, and build scalable HR solutions.
• Align people and business priorities by building strong partnerships and helping leaders achieve business goals through effective people strategies.

This is an exciting opportunity to shape the future of our organization while making a meaningful impact on our people, culture, and continued growth.

ESSENTIAL FUNCTIONS

• Partner with senior leadership to align HR strategies with business objectives.
• Advise business leaders on talent management, organizational design, and workforce planning.
• Provide guidance on employee relations issues and resolve conflicts to maintain a positive work environment.
• Assist in the recruitment process by identifying hiring needs and collaborating with hiring managers.
• Develop and implement leadership development programs to support employee growth.
• Promote a culture of continuous learning by advising on training and career development.
• Ensure effective performance management practices, including goal setting and feedback.
• Assist in the creation and execution of performance improvement plans when necessary.
• Analyze HR metrics and provide insights to support data-driven decision-making.
• Ensure compliance with labor laws, regulations, and company policies.
• Update and communicate HR policies and procedures to ensure consistency across the organization.
• Collaborate with Centers of Excellence (COEs) to implement specialized HR programs, such as compensation, benefits, learning and development, and talent acquisition.
• Other duties as assigned.

Performs all functions according to established policies, procedures, regulatory and accreditation requirements, as well as applicable professional standards. Provides all customers with an excellent service experience by consistently demonstrating our core and leader behaviors each and every day.

Note: The essential functions are intended to describe the general content of and requirements of this position and are not intended to be an exhaustive statement of duties. Specific tasks or responsibilities will be documented as outlined by the incumbent's immediate manager.

MINIMUM QUALIFICATIONS

• Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent experience.
• Five to seven years of experience in a Human Resources Business Partner (HRBP) role, with a strong focus on employee relations.

PREFERRED QUALIFICATIONS

• Additional education and experience preferred.
• SHRM Certified Professional (SHRM-CP) or Professional in Human Resources (PHR) credentials.
• Previous experience working in ASCs.

PHYSICAL DEMANDS/ENVIRONMENT FACTORS

OE - Typical Office Environment:

• Requires extensive sitting with periodic standing and walking.

• May be required to lift up to 20 pounds.

• Requires significant use of personal computer, phone and general office equipment.

• Needs adequate visual acuity, ability to grasp and handle objects.

• Needs ability to communicate effectively through reading, writing, and speaking in person or on telephone.

• May require off-site travel.

SUPERVISORY RESPONSIBILITIES

• None

DIRECTLY REPORTING

• Associate Vice President - HR

TYPE OF SUPERVISORY RESPONSIBILITIES

• This position has full managerial scope and authority for employment actions, including coaching, candidate selection, training and development, performance appraisals, work assignments, and disciplinary action.

Leadership will strive to uphold the mission, vision, and values of the organization. They will serve as role models for staff and act in a people-centered, service excellence-focused, and results-oriented manner.

SCOPE AND COMPLEXITY

• This role requires the HRBP to manage a diverse range of HR activities across multiple locations in various states, with the ability to influence at all levels of the organization. The complexity lies in balancing both strategic initiatives and day-to-day HR operations, ensuring alignment with the company's goals while addressing varying employee needs and business challenges. The HRBP must navigate complex employee relations situations and drive change management efforts in a fast-paced environment.