HR Business Partner
Responsibilities/Job Description: The HR Business Partner (HRBP) serves as a strategic operational partner to Vice President and Director-level leaders across hospital, acute care, and healthcare operations. This role helps shape workforce strategies that enable exceptional patient care, operational excellence, and business performance. The HRBP collaborates closely with leaders to align people strategies with organizational priorities, providing expertise in workforce planning, talent management, organizational design, employee engagement, culture, and change leadership. As a trusted advisor, the HRBP proactively identifies workforce opportunities and challenges, leverages data-driven insights to inform decision-making, and helps leaders build high-performing, engaged teams in a dynamic healthcare environment. This role plays a critical part in executing enterprise HR initiatives, driving organizational effectiveness, and enhancing the employee experience across the continuum of care. This individual will come onsite 1-2 times per week for meetings and leader support across the metro locations they serve, with the remainder of the week working remotely. Responsibilities Partner with healthcare and operational leaders to enhance organizational effectiveness, workforce productivity, and business performance. Lead workforce planning, succession planning, and leadership development initiatives that support both current operations and future growth. Collaborate with leaders to design and align team structures that optimize operational efficiency, patient care delivery, and employee engagement. Execute talent strategies that strengthen recruitment, retention, career development, and succession pipelines for critical healthcare roles. Partner with leaders to identify workforce gaps, labor trends, and future staffing needs across clinical and non-clinical functions. Drive initiatives focused on leadership effectiveness, career growth, performance management, and talent mobility to build a high-performing workforce. Serve as a trusted advisor to leaders, providing strategic HR guidance and data-driven recommendations aligned with organizational goals. Support leaders in addressing complex workforce challenges, including employee relations matters, performance concerns, team effectiveness, and conflict resolution. Guide managers in navigating HR policies, labor and employment practices, compliance requirements, and best practices to ensure fair and consistent people management. Develop and implement programs that strengthen workplace culture, employee experience, well-being, and engagement. Champion initiatives that foster inclusion, belonging, and equitable workforce practices while supporting organizational objectives. Analyze engagement data, employee feedback, turnover trends, and workforce metrics to identify opportunities for continuous improvement. Anticipate workforce and organizational challenges and proactively develop solutions that improve team and operational effectiveness. Utilize workforce analytics and insights to inform leaders on retention risks, staffing trends, organizational health, and talent strategies. Design and deploy HR programs that support operational priorities, business growth, workforce sustainability, and employee well-being. Partner closely with HR Centers of Excellence (COEs) to deliver integrated solutions across talent acquisition, compensation, learning, employee relations, and workforce planning. Represent HR as a unified strategic partner, fostering cross-functional collaboration and enterprise-wide people strategies. Bridge operational business needs with innovative HR solutions that drive organizational success, employee engagement, and exceptional patient care outcomes. Required Qualifications B.S./B.A. in human resources, business administration, related field, or equivalent 5+ years of progressive HR experience, preferably in an HRBP capacity Strong knowledge and understanding of HR best practices in organizational effectiveness, workforce planning, talent management and change management. Solid understanding and experience with data to drive insights along with the ability to incorporate data into actions. Ability to manage multiple priorities in a fast-paced environment while proactively keeping stakeholders involved and informed. Preferred Qualifications Experience in healthcare is highly preferred M.A./M.S. in human resources, business administration, related field, or equivalent Master’s degree with 3+ years of HR Experience, preferably within an HRBP capacity Experience working in union environments Experience working in a highly matrixed organization PHR/SPHR or SHRM-CP/SHRM-SCP Coaching certification Qualifications: $99,236.80- $140,108.80 Annual
Наблюдалась 2026-09-14, впервые 2026-08-28, источник — Indeed.