Human Resources Business Partner

The Human Resources Business Partner (HRBP) serves as a strategic advisor and trusted partner to clinical and non-clinical leaders across the organization. This role aligns the people strategy with operational and business objectives to drive workforce effectiveness, engagement, compliance, and performance excellence in a healthcare environment.

Working Conditions: 
The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodation may be made to enable individuals with disabilities to perform these functions.

• Occasional pressure due to multiple calls and inquiries
• Light physical effort (lift/carry up to 20lbs), mostly sedentary work. 
• Occasionally lifts supplies/equipment; occasional reaching, stooping, bending, kneeling, crouching.

The above statements are intended to describe the general nature and level of work being performed. They are not intended to be construed as an exhaustive list of all responsibilities, duties, and skills required of personnel so classified.

Job Specific Duties and Responsibilities

• Partner with leaders to align workforce strategies with operational goals and patient care priorities.
• Serve as a thought partner on organizational design, staffing models, and change management.
• Use workforce data and trends to inform decision-making.
• Provide guidance on employee relations, corrective action, investigations, and accommodations.
• Coach leaders on effective people management and accountability.
• Support leaders through sensitive employee situations while mitigating risk.
• Support performance review and development processes.
• Identify talent gaps and retention strategies.
• Partner with leaders on engagement and succession planning
• Ensure HR practices align with employment law and healthcare regulations.
• Support compliance related to licensure, certifications, and competencies.
• Promote policy application.
• Support organizational change and workforce transitions.
• Facilitate communication and change adoption.
• Identify opportunities to improve culture and team effectiveness.
• Partner with HR Operations- Talent Acquisition, L&D, Compensation, and Benefits
• Escalate systemic issues with recommended solutions.
• Participating in HR initiatives and continuous improvement efforts
• All other duties and projects assigned.