HR Business Partner

Accountabilities

• Strategic HR Partnership: Collaborate with leaders and managers to understand business priorities and develop HR strategies that support organizational goals, workforce planning, and operational effectiveness.

• Organizational Development and Change: Advise on organizational design, change management, and workforce needs to help teams adapt to evolving business requirements.

• People Analytics: Use HR data, workforce metrics, and trend analysis to identify opportunities, anticipate risks, and recommend actionable solutions to leadership.

• Employee Relations: Provide guidance on workplace concerns, company policies, performance issues, and conflict resolution while promoting fair and consistent practices.

• Investigations and Performance Management: Conduct thorough, objective, and well-documented employee investigations. Coach managers on difficult conversations, corrective action, and appropriate documentation.

• Talent and Career Development: Support performance review cycles, goal setting, calibration, succession planning, employee retention, and career development initiatives.

• Recruitment and Onboarding: Partner with Talent Acquisition on workforce needs, role design, hiring priorities, and effective onboarding practices.

• Compliance and Risk Management: Help ensure compliance with federal, state, and local employment laws, including requirements related to leave, workplace accommodations, wage and hour practices, and equal employment opportunities.

• HR Programs and Process Improvement: Contribute to compensation reviews, employee engagement surveys, policy development, and organization-wide HR initiatives. Identify opportunities to improve HR processes and promote consistent practices.

Requirements:

• A bachelor’s degree in Human Resources, Business Administration, or a related field, or equivalent practical experience.

• Three to five years of progressive HR experience, including at least two years in an HR Business Partner or HR Generalist role.

• Demonstrated experience managing employee relations matters, conducting investigations, and supporting performance management processes.

• Strong working knowledge of employment legislation, including FMLA, ADA, FLSA, and Title VII.

• Excellent communication, coaching, relationship-building, and influencing skills, with the ability to establish credibility with leaders at different levels.

• Strong business acumen, strategic thinking, analytical ability, and practical problem-solving skills.

• Sound judgment, integrity, and the ability to manage sensitive and confidential information with discretion.

• Proficiency with HR information systems (HRIS) and Microsoft Office applications.

• Ability to manage competing priorities, work independently, and adapt effectively in a fast-paced environment.

• Preferred qualifications: SHRM-CP, SHRM-SCP, PHR, or SPHR certification; experience in healthcare or another regulated industry; experience supporting multi-site or multi-state workforces; and familiarity with change management and organizational development.

Benefits:

• Remote flexibility: Work remotely from within the United States.

• Full-time opportunity: Join a role with broad exposure to strategic HR initiatives and business leadership.

• Professional impact: Help shape workforce strategy, strengthen employee relations, and support a positive and effective workplace culture.

• Cross-functional collaboration: Work closely with leaders and HR partners on talent, performance, compliance, and organizational development.

• Career development: Gain opportunities to deepen strategic HR expertise while contributing to organization-wide programs and process improvements.