HR Business Partner

<p>The HR Business Partner is responsible for the application of HR principles, practices, and tools that support the execution of business strategy, provides a positive work environment, and delivers maximum value-based support to the organization as a whole.</p><p>This role combines strategic partnership with hands-on HR execution. The HR Business Partner will coach leaders through employee relations and performance matters, identify workforce trends, support organizational initiatives, and help ensure consistent and compliant HR practices across a complex, multi-site healthcare environment.</p><p>This is an excellent opportunity for an experienced HR professional who enjoys working directly with leaders, solving problems, improving processes, and making an impact across a growing organization. Multi-site healthcare experience is strongly preferred.</p><p><strong><u>Functions and Responsibilities:</u></strong></p><p><strong>HR Business Partnership &amp; Leadership Support</strong></p><ul><li>Serve as a trusted HR advisor to clinical and corporate leaders, providing guidance on employee relations, performance management, workforce planning, retention, engagement, and organizational effectiveness.</li><li>Build strong partnerships with operational leaders to understand business priorities, identify people-related challenges, and develop practical solutions that support both employees and organizational goals.</li><li>Coach managers on effective leadership practices, employee communication, performance expectations, documentation, corrective action, and conflict resolution.</li><li>Partner cross-functionally with Operations, Payroll, Benefits, Legal, Finance, and other teams to support a consistent employee experience throughout the employment lifecycle.</li><li>Identify opportunities to strengthen HR processes, manager effectiveness, employee engagement, and retention across the organization.</li></ul><p><strong>Employee Relations &amp; Performance Management</strong></p><ul><li>Manage employee relations and performance matters across corporate headquarters and clinical operations in Illinois, Indiana, Wisconsin, Missouri, Kansas, Kentucky, West Virginia, Texas, Oregon, Washington, and Alaska.</li><li>Conduct objective and thorough employee relations investigations and provide recommendations based on findings, company practices, and applicable employment laws.</li><li>Guide leaders through performance improvement plans, corrective action, workplace concerns, conflict resolution, and other sensitive employee matters.</li><li>Conduct stay and exit interviews, identify recurring themes, and recommend actionable strategies to improve retention and the employee experience.</li><li>Promote consistent and equitable application of HR policies and practices across locations.</li></ul><p><strong>HR Operations, Compliance &amp; Benefits</strong></p><ul><li>Maintain accurate and compliant employee records and support employee lifecycle transactions, including internal transfers, promotions, compensation changes, and other position changes.</li><li>Support timely Form I-9 completion, audits, and employment eligibility compliance.</li><li>Serve as a resource for employee benefit questions and play an active role in annual open enrollment, employee education, and benefits communication.</li><li>Respond to employee questions and HR service requests through the HR ticketing system with professionalism, accuracy, and appropriate urgency.</li><li>Process employment verification requests and support other HR administrative requirements as needed.</li><li>Monitor changes in federal, state, and local employment laws and partner with HR leadership to maintain compliant practices across multiple jurisdictions.</li><li>Assist with HR vendor administration, invoice processing, and related operational responsibilities.</li></ul><p><strong>HR Analytics &amp; Employee Experience</strong></p><ul><li>Partner with the HR Analyst, COO, CHRO, and VP of People and Culture&nbsp;to monitor and analyze key workforce metrics, including turnover, retention, compensation, time to hire, headcount, and other people trends.</li><li>Translate HR data into meaningful insights and recommendations for HR and operational leadership.</li><li>Develop and coordinate employee engagement initiatives and events that strengthen connection, recognition, and the overall employee experience.</li><li>Support the development, communication, and adoption of HR programs and initiatives across corporate and clinical teams.</li><li>Monitor employer reputation and relevant social media activity and draft thoughtful, professional responses when appropriate.</li><li>Take on additional projects and responsibilities as the organization and HR function continue to evolve.</li></ul>

<ul><li>Bachelor’s degree in human resources, health systems management, business administration, or related fields.</li><li>5+ years of progressive Human Resources experience, with meaningful experience in employee relations and advising managers or business leaders.</li><li>HR Business Partner, Senior HR Generalist, or comparable experience strongly preferred.</li><li>Experience supporting multi-site or geographically dispersed employee populations preferred; healthcare experience is a strong plus.</li><li>Demonstrated experience managing complex employee relations and performance matters.</li><li>Working knowledge of federal employment laws and experience navigating state and local employment requirements.</li><li>Experience supporting employee benefits and open enrollment.</li><li>Strong analytical skills with the ability to interpret HR metrics and identify workforce trends.</li><li>Excellent judgment, discretion, and ability to handle confidential and sensitive matters.</li><li>Strong interpersonal and communication skills with the ability to establish credibility with employees and leaders at all levels.</li><li>Ability to balance strategic priorities with hands-on execution in a fast-moving environment.</li><li>Strong organization and follow-through with the ability to manage competing priorities across multiple locations.</li><li>HRIS and HR ticketing system experience preferred.</li><li>SHRM-CP, SHRM-SCP, PHR, or SPHR certification is a plus.</li><li>Working knowledge of Paychex or&nbsp;Paychex Flex preferred</li></ul>