Director, People & Business Partnerships (Remote)

Major Responsibilities:

Provides strategic people and culture leadership to people and business partnership team across an area or function.

Provides partnership to senior executives by assessing long-term organizational needs, anticipating workforce and capability gaps, and advising on comprehensive people strategies that advance enterprise priorities. Uses advanced data, analytics, and insights to proactively develop multi-year workforce, culture, and talent plans.


Partners with People & Culture COEs to design integrated, enterprise-wide solutions informed by deep business knowledge, local nuances, and predictive modeling to meet evolving operational and corporate needs.


Leads strategic organizational design efforts including redesigning structures, redefining roles, and guiding leaders through complex change. Advises executives on long-term capability building, succession strategy, leadership pipeline development, and future-state workforce models.


Provides executive-level coaching focused on leadership effectiveness, cultural stewardship, and organizational climate. Influences senior leaders to make strategic decisions that reinforce enterprise culture and drive teammate engagement.


Identifies systemic people challenges and emerging risks using internal and external data, AI-driven forecasting, and enterprise benchmarks. Designs long-range interventions, programs, and policies that promote organizational health, scalability, and sustainability.


Serves as a trusted advisor who balances healthy challenge with partnership, enabling executives to navigate ambiguity, lead transformation, and execute complex strategies.


Builds leader capability by designing and delivering strategic learning experiences and development programs aligned to long-term People & Culture goals.

Minimum Job Requirements:

Education - Typically requires a bachelor’s degree in human resources, business, or related field.

Certification / Registration / License - None Required

Work Experience Typically requires 8 years of experience in human resources in a large health system or similarly sized/structured business. Includes 5 years of management experience in directing and leading comprehensive human resources functions within a complex organization.

Knowledge / Skills / Abilities

• Ability to lead and execute people strategies and programs across assigned sites, service lines, or operational units within a matrixed organization, ensuring alignment with enterprise direction and consistent delivery at scale.
• Strong consulting and partnership skills, with demonstrated success collaborating with business leaders and functional partners to translate people strategies into actionable plans that support business outcomes, informed by workforce data and operational insights.
• Hands-on expertise in workforce planning, talent management, succession planning, recruitment, teammate experience, retention, and leadership development, with accountability for effective execution and measurable impact.
• Solid business acumen, with the ability to interpret human capital data, workforce metrics, and operational indicators to identify trends, inform decisions, and support performance improvement initiatives.
• Strong working knowledge of core human resources disciplines, organizational design principles, and change enablement practices, including the practical use of digital tools to modernize, simplify, and streamline people practices.
• Effective communication, relationship-building, and influencing skills, with the ability to translate data and insights into clear, practical guidance for leaders, managers, and teams.
• Demonstrated ability to lead, develop, and engage high-performing teams, providing coaching and guidance that builds digital fluency, data literacy, and readiness to adopt new tools and ways of working.
• Strong organizational, critical thinking, and prioritization skills, able to manage multiple initiatives in a fast-paced environment using dashboards, workflow tools, and automation to drive execution and follow-through.
• Ability to leverage digital platforms and applied analytics to enhance workforce planning, talent processes, and operational effectiveness within assigned areas.
• Skill in applying analytics, automation, and leading indicators to support workforce planning, talent development, improvements in teammate experience, and early identification of risks or gaps.
• Proficiency in using data, evidence-based research, and benchmarks to inform recommendations, refine approaches, and implement people solutions aligned to business needs.
• Commitment to ethical practice, compliance, and organizational values, including responsible and appropriate use of data, technology, and digital tools in all people and business partnership efforts.
• Ability to handle complexity, is agile and adaptable with strong judgment and strategic thinking. Possesses the capability to scale impact and generate solutions. Communication and influence, resilience, relationship and stakeholder management, understanding the external landscape