HR Consultant

• Remote: Yes

• Area of Interest: Business Professionals

• FTE/Hours per pay period: 1.0

• Department: Human Resources

• Shift: Monday-Friday, standard business hours

• Job ID: 186047

Overview

UnityPoint Health is seeking a Senior Human Resources Business Partner to join our team! This role serves as a strategic, system-level HR advisor to UPH's cardiovascular, cardiology, and provider service lines, as well as systemwide leadership groups, and key operational leadership teams. This role embeds HR strategy into business planning and execution by providing advanced consultation, designing and implementing initiative-based work, and translating organizational priorities into practical people strategies that improve business outcomes. The Senior HR Business Partner collaborates across HR Centers of Expertise, market HR leaders, HR Business Partners, and Employee Relations Partners to align practices, strengthen leader capability, and deliver consistent, high-value HR solutions across UnityPoint Health.

Hours: Monday-Friday, standard business hours

Location: Applicants must reside within the UnityPoint Health footprint of Iowa, Illinois, or Wisconsin. This role is primarily remote, but includes consistent travel to Des Moines, IA.

Why UnityPoint Health?

At UnityPoint Health, you matter. We’re proud to be recognized as a Top 150 Place to Work in Healthcare by Becker's Healthcare several years in a row for our commitment to our team members.

Our competitive Total Rewards program offers benefits options that align with your needs and priorities, no matter what life stage you’re in.   Here are just a few:    

• Expect paid time off, parental leave, 401K matching and an employee recognition program .

• Dental and health insurance, paid holidays, short and long-term disability and more. We even offer pet insurance for your four-legged family members.

• Early access to earned wages with Daily Pay, tuition reimbursement to help further your career and adoption assistance to help you grow your family .

With a collective goal to champion a culture of belonging where everyone feels valued and respected, we honor the ways people are unique and embrace what brings us together.  

And, we believe equipping you with support and development opportunities is a vital part of delivering an exceptional employment experience.

Find a fulfilling career and make a difference with UnityPoint Health.

Responsibilities

Business Acumen, Strategic Counseling, & System Partnership:

• Serves as a senior strategic HR consultant to service lines, systemwide leadership groups, and operational leadership teams by aligning people strategies with system priorities, service line objectives, and business outcomes

• Maintains a deep understanding of assigned business strategies, operational priorities, workforce challenges, financial considerations, and external market dynamics to anticipate needs and recommend integrated HR solutions

• Leads the design, planning, implementation, and sustainment of initiative-based HR work that supports system alignment, operational effectiveness, workforce stabilization, leader capability, and team member experience

• Develops business cases, implementation plans, stakeholder engagement approaches, and success measures for HR initiatives, ensuring work is executed within defined scope, timeline, budget, and change impact expectations

• Maintains a system -thinking perspective when advising leaders, balancing system consistency, market needs, risk mitigation, operational feasibility, and team member experience

• Partners with HR Centers of Expertise and market-based HR teams to ensure high-visibility HR initiatives are effectively designed, communicated, implemented, and adopted across assigned service lines and leadership groups

• Advises leaders on organizational design, role scoping, workforce structure, operating model changes, and cross-market implications to support current and future business needs

• Supports labor relations strategy through consultation, education, collective bargaining agreement interpretation, and assessment of contractual and legal implications on organizational initiatives, as applicable

• Understands, follows, and ensures compliance with relevant laws, regulations, organizational policies, and healthcare regulatory expectations, providing guidance and escalation as appropriate

Talent Strategy, Workforce Planning, & Leader Capability:

• Partners with senior leaders, and leaders of leaders, to forecast workforce needs, identify talent risks, and develop proactive workforce plans aligned to service line and system strategies

• Leads or supports talent reviews, succession planning, retention strategies, engagement action planning, and leadership development efforts for assigned service lines and leadership groups

• Uses business performance indicators and workforce data to identify talent implications, recommend interventions, and support leadership decisions related to staffing, capability, retention, productivity, and organizational effectiveness

• Coaches leaders on performance management, talent assessment, career development, engagement, retention, and accountability practices that support a high-performing and inclusive workplace

• Consults on complex or high-risk team member, leader, and organizational situations in partnership with Employee Relations, Legal, Compliance, and other HR partners as appropriate

• Builds leader capability by translating HR programs, tools, and processes into practical approaches that improve operational performance and strengthen the team member experience

• Promotes a culture grounded in UnityPoint Health values, inclusion, belonging, fairness, and accountability across assigned areas of responsibility

System HRBP Resource, Relationship Managment, & HR Collaboration:

• Serves as a resource and consultative partner for HR market leaders, HR Business Partners, and related HR stakeholders across the system on complex HRBP matters, system initiatives, service line alignment, and consistent practice application

• Facilitates alignment between system leadership, market HR teams, HR Centers of Expertise, and operational stakeholders to ensure HR solutions are coordinated, practical, and responsive to business needs

• Builds trusted, credible relationships with senior leaders, HR partners, and cross-functional stakeholders by demonstrating sound judgment, consultative expertise, confidentiality, and enterprise perspective

• Manages and facilitates complex interactions among leaders, stakeholders, and HR partners to clarify issues, resolve barriers, support decision-making, and achieve optimal outcomes

• Anticipates leader and team member needs by actively soliciting feedback, monitoring trends, and identifying opportunities to improve HR service delivery and business partnership

• Models and reinforces a collaborative mindset by collaborating across HR disciplines to deliver consistent, unified, and high-quality support to the business

• Provides professional coaching, guidance, and development support to leaders and HR partners to strengthen HR acumen, leader effectiveness, and change readiness

Data Judgement:

• Interprets HR, workforce, operational, engagement, retention, and business performance metrics to identify trends, risks, opportunities, and recommended actions across assigned service lines and leadership groups

• Partners with leaders to determine the most relevant HR and business metrics for decision-making, initiative planning, and outcome measurement

• Leverages qualitative and quantitative data to forecast workforce needs, assess organizational capability, evaluate initiative effectiveness, and influence leader decisions

• Develops clear insights, recommendations, and action plans from data to support strategic workforce planning, organizational design, retention, engagement, and change initiatives

• Supports routine reporting and executive-level discussion of HR metrics, ensuring information is actionable, aligned with business priorities, and connected to measurable outcomes

Agility:

• Serves as a change champion for system-level, service line, cultural, and operational initiatives, applying proven change management practices and the UnityPoint Health model of change

• Advises and coaches leaders through complex change, including organizational design changes, workflow redesign, role transitions, system standardization, and adoption of new HR practices or platforms

• Identifies opportunities to simplify processes, reduce variation, improve consistency, and increase the effectiveness of HR consulting support across the system

• Maintains knowledge of progressive HR practices, healthcare workforce trends, labor market dynamics, and organizational effectiveness strategies to inform recommendations and initiative design

• Demonstrates flexibility, resilience, and sound prioritization while managing multiple complex initiatives, stakeholder needs, and competing business priorities

Qualifications

Education:

• Required: Bachelor’s degree in Human Resources, Business Administration, Management or related field

• Preferred: Master’s degree in Human Resources, Business Administration/Management or related field

Experience:

• Experience working within healthcare, specifically with physicians

• Seven (7) years of combined progressive experience in an HR Business Partner, HR consultation, organizational development, talent management, employee/labor relations, or related HR role, including experience supporting leaders of leaders and complex business needs

Licenses/Certifications:

• Required: Valid driver's license

• Preferred: SHRM-CP, SHRM S-CP, PHR, SPHR or related certification

Knowledge, Skills, & Abilities:

• Advanced business acumen and understanding of the connection between talent, workforce strategy, HR initiatives, and business outcomes

• Ability to design and implement HR solutions, business cases, implementation plans, and stakeholder engagement approaches

• Ability to analyze quantitative and qualitative data, recognize trends, and develop actionable recommendations

• Strong knowledge of HR policies, employment practices, workforce planning, talent management, change management, and organizational effectiveness

• Advanced consultation, communication, facilitation, influencing, and relationship-building skills across multiple levels of the organization

• Proficiency with Microsoft Office and HR systems or analytics tools

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