People and Culture Business Partner

People and Culture Business Partner

Baltimore, MD | Hybrid-3 days onsite | Regional travel across Maryland, Virginia and North Carolina

Daniels Health is scaling rapidly across the United States, expanding the medical waste infrastructure and field-service capabilities that help healthcare organisations protect people, communities and the environment.

We are seeking a commercially astute, operationally credible People and CultureBusiness Partner to help lead the next stage of this growth across Maryland, Virginia and North Carolina. This is an opportunity to operate at the intersection of people strategy, frontline operations and organisational performance-partnering directly with leaders responsible for large, geographically dispersed hourly workforces.

You will not be confined to a traditional HR support role. You will challenge and coach operational leaders, diagnose workforce risks before they become problems, use people data to improve retention and performance, and build the leadership capability required to scale a high-accountability, purpose-led business.

This hybrid role requires three days onsite and some regional travel, including occasional overnight stays. In return, it offers genuine visibility, autonomy and the opportunity to make a measurable impact where it matters most: in our plants, field operations and frontline teams.
The opportunity

As People and Culture Business Partner, you will be a trusted adviser to operational and field-service leaders, translating business priorities into practical people strategies that strengthen performance, engagement and retention.

You will lead complex employee and labour relations matters, elevate manager capability, and ensure Daniels Health maintains the high standards of compliance, fairness and culture needed to support sustainable growth.

Your work will include:

• Partnering with operational leaders to develop workforce plans that support growth, productivity, succession and capability requirements across the region.
• Acting as a strategic adviser on employee relations, labour relations, wage-and-hour matters, performance management and employment-risk mitigation.
• Coaching leaders and supervisors to handle challenging people situations with confidence, consistency and sound commercial judgment.
• Building proactive engagement and retention strategies for a predominantly hourly, frontline workforce, using turnover, attendance and workforce data to identify root causes and prioritise action.
• Leading initiatives that strengthen leadership effectiveness, employee experience and accountability across distributed operational teams.
• Designing and delivering practical manager training on employment law, people leadership, performance conversations, investigations and core HR processes.
• Partnering with the Director of People & Culture and cross-functional stakeholders on organisational design, workforce planning and change initiatives.
• Supporting consistent, high-quality onboarding, benefits communication and employee lifecycle processes that improve early-tenure engagement and retention.
• Contributing to the effective administration of compensation and performance-management programs, ensuring equitable, compliant and business-aligned application.
• Maintaining rigorous compliance with federal, state and local employment legislation, including wage-and-hour requirements across multiple jurisdictions.
• Bringing a continuous-improvement mindset to HR processes, using insight and operational feedback to simplify, strengthen and scale the employee experience.

What success looks like

In this role, you will be known for making leaders stronger, identifying people risks early and converting workforce insight into tangible improvements. You will help the business reduce turnover, strengthen frontline engagement, manage employee relations issues effectively and build a culture where people understand what great performance looks like.

You will be comfortable moving between strategic workforce discussions and practical operational problem-solving-whether that means advising a senior leader on organisational change, coaching a supervisor through a difficult conversation, or analysing attendance trends to develop a targeted retention plan.
About you

You are an experienced HR Business Partner who thrives in complex, fast-moving and operationally intensive environments. You have the confidence to influence senior leaders, the credibility to connect with frontline teams, and the judgment to navigate sensitive issues with pragmatism and care.

You will bring:

• At least 6 years of progressive HR Business Partner or broad generalist experience, ideally supporting operational, manufacturing, logistics, field-service, healthcare, retail, industrial or similarly complex frontline workforces.
• Demonstrated success managing complex employee-relations matters and advising leaders through sensitive, high-risk people issues.
• Strong, current knowledge of employment law, wage-and-hour requirements and HR compliance obligations affecting hourly and non-exempt employees.
• Experience partnering with operations leaders on workforce planning, organisational capability, employee engagement and retention.
• A data-informed approach, with the ability to interpret turnover, attendance, performance and workforce trends and turn analysis into action.
• Strong coaching capability and the confidence to challenge constructively, influence decisions and hold leaders accountable for effective people leadership.
• Experience delivering practical training and translating HR policy, legislation and process into clear guidance for managers.
• A bachelor's degree in Human Resources, Business, Law, Psychology, Organisational Development or a related discipline; equivalent experience will also be considered.
• Experience using Workday or a comparable HRIS is advantageous.
• Exceptional communication, stakeholder-management and prioritisation skills, with the ability to work independently across multiple locations and competing priorities.
• Sound judgment, discretion and a high level of personal integrity when handling confidential matters.
• Willingness to travel throughout Maryland, Virginia and North Carolina, including occasional overnight travel.

Why Daniels Health

Daniels Health is more than a medical waste management company. We partner with healthcare organisations to create safer, more sustainable environments for patients, clinicians and communities.

Joining Daniels means becoming part of a growing, purpose-led organisation where your work has visible operational impact. You will work alongside leaders who value practical ideas, ownership and continuous improvement-and you will have the scope to shape how our people practices evolve as the business grows.

We offer:

• A high-impact regional HR role with genuine strategic influence.
• The opportunity to shape workforce strategy in a scaling healthcare and environmental-services business.
• Exposure to senior operational leaders and a broad, multi-state employee population.
• Ongoing professional development, mentoring and career-growth opportunities.
• A collaborative, inclusive and values-driven culture.
• A comprehensive benefits package, including medical, dental and vision insurance; retirement savings with company match; paid vacation and sick time; wellness resources; life insurance; and professional-development support.

$111,795 - $121,195 a year

The salary range for this position is $111,795 -$121,195 per year . Actual compensation will reflect factors such as relevant experience, capabilities, certifications and work location; local market conditions and cost of labour may also affect final pay.

Daniels Health is an equal opportunity employer. We are committed to building an inclusive workplace and provide equal employment opportunities without regard to legally protected characteristics. Background checks and drug testing form part of the post-offer hiring process. We may use AI-enabled tools to support elements of recruitment; these tools assist our team but do not replace human judgment, and final hiring decisions are made by people.

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.