People and Culture Business Partner

Job Description

Position Title: People & Culture Business Partner (P&C BP)

FLSA Status: Exempt (Salaried)

Reports To: Senior Director of People & Culture

Supervises: None; serves as a partner and advisor to assigned department leaders

Department: People & Culture

Location: On-site – The Overlook, Charlton, MA

Company: MHS/The Overlook – Charlton Campus

POSITION SUMMARY:

The People & Culture Business Partner (P&C BP) delivers full-scope, generalist People & Culture support across the community while serving as the dedicated, embedded partner to designated service lines and departments. Operating in a mission-driven senior living environment, the P&C BP aligns people strategy with operational goals — with particular concentration on talent acquisition, employee relations, retention, and regulatory compliance for the assigned areas of responsibility.

This role balances strategic partnership with hands‑on execution. The P&C BP builds trusted relationships with department leaders in their assigned service lines, functioning as the primary People & Culture point of contact for those teams, while contributing to enterprise‑wide People & Culture programs and initiatives that serve the entire community.

POSITION DUTIES / ESSENTIAL FUNCTIONS:

Talent Acquisition & Workforce Planning

• Manage full-cycle recruiting for assigned service lines, including clinical (RN, LPN, CNA) and non-clinical (dining, housekeeping, maintenance) roles, with a focus on filling positions quickly in a competitive, high-turnover market.
• Partner with department leaders to forecast staffing needs, build proactive candidate pipelines, and reduce reliance on agency/contract labor.
• Post and manage requisitions, screen candidates, coordinate interviews, extend offers, and negotiate compensation within approved ranges.
• Develop and maintain sourcing strategies including community partnerships, nursing/CNA schools, job fairs, referral programs, and social media outreach.
• Track and improve key metrics: time-to-fill, cost-per-hire, offer acceptance, source effectiveness, and 90-day retention.

Onboarding & Retention

• Coordinate pre-employment requirements including background checks (CORI/SORI as applicable), reference checks, license/credential verification, drug screening, and employee health clearances.
• Deliver new-hire orientation and ensure a smooth, welcoming onboarding experience that reinforces the community’s culture and mission.
• Conduct stay interviews and exit interviews; analyze turnover trends and partner with leaders on retention initiatives and action plans.

Employee & Labor Relations

• Serve as a trusted advisor and first point of contact for employee questions, concerns, and conflicts in assigned areas.
• Assist in workplace investigations, document findings, and recommend fair, consistent resolutions in accordance with policy and law.
• Coach and counsel managers on performance management, corrective action, disciplinary procedures, and terminations.
• All employee relations issues must be reviewed with the Senior Director of People & Culture or Senior People & Culture Business Partner before action is taken , to ensure consistent, compliant, and fair handling across the organization.

Compliance & Regulatory Support

• Ensure People & Culture practices comply with federal and state employment law and healthcare/senior-living regulations (e.g., DPH, CMS, OSHA, state licensure and survey requirements).
• Maintain audit-ready files for licensure, certifications, credentialing, background checks, and required employee health/immunization records.
• Support state survey readiness and respond to People & Culture‑related components of regulatory inspections.
• Uphold confidentiality and HIPAA standards in handling employee and health information.

Benefits, Leave & Total Rewards

• Support open enrollment, benefits questions, and life‑event changes; educate employees on their total rewards.
• Partner with compensation on job evaluations, wage compression reviews, and market adjustments for assigned roles.

Performance, Training & Development

• Guide leaders through the annual performance review cycle, goal setting, and progressive development plans.
• Identify training needs and assist in the development of training, including compliance and mandatory in‑services.
• Support leadership development, succession planning, and career pathing for frontline and supervisory staff.

Culture & Engagement

• Champion the community’s mission, values, and resident‑centered culture in all People & Culture interactions.
• Support engagement surveys, recognition programs, and events that strengthen morale and belonging.
• Act as a change agent and role model, promoting an inclusive, respectful, and safe workplace.

QUALIFICATIONS:

Education & Experience

• 1. Bachelor’s degree in Human Resources, Business, or a related field (or an equivalent combination of education and experience).
• 2. 3–5+ years of progressive People & Culture generalist experience; experience in healthcare, senior living, long‑term care, or a CCRC strongly preferred.
• 3. Demonstrated full-cycle recruiting experience, ideally in a high-volume clinical/non-clinical environment.
• 4. Working knowledge of employment law and healthcare workforce compliance requirements.

KNOWLEDGE, SKILLS AND ABILITIES:

• Strong employee relations, coaching, and conflict‑resolution skills.
• Sound judgment, discretion, and the ability to handle confidential matters with integrity.
• Excellent interpersonal and communication skills across all levels of the organization.
• Ability to manage competing priorities in a fast‑paced, 24/7 care environment.
• Proficiency with HRIS/ATS platforms and Microsoft Office.
• Compassion for and comfort working within a senior living community.

ENVIRONMENTAL ADAPTABILITY

• Work indoors in a climate‑controlled setting.
• Possible exposure to unpleasant odors.
• Possible exposure to chemicals as identified in the MSDS Manual.
• Possible exposure to infections, diseases, and blood borne pathogens.
• Possible exposure to residents who may be ill, confused, irritable, and irrational.
• May be subject to angered and/or emotionally upset family members, personnel, and visitors.
• May work beyond normal working hours and on weekends and holidays when necessary.

PHYSICAL REQUIREMENTS / WORKING CONDITIONS:

• On‑site role within an active residential healthcare campus.
• Ability to move throughout the community, including clinical units, dining, and back‑of‑house areas.
• Occasional lifting up to 25 lbs; prolonged periods of sitting and computer use.
• May require occasional evening, weekend, or on‑call availability to support 24/7 operations.