Senior HR Business Partner (HRBP)-1

We’re unique.  You should be, too.

We’re changing lives every day.  For both our patients and our team members. Are you innovative and entrepreneurial minded? Is your work ethic and ambition off the charts?  Do you inspire others with your kindness and joy?

We’re different than most primary care providers. We’re rapidly expanding and we need great people to join our team.

The Senior Human Resources Business Partner (HRBP) is a dynamic leader responsible for driving and influencing all HR functions in their region. This role requires close collaboration with regional/market operational and clinical leaders, local leaders, and corporate Centers of Expertise (COEs) to address and enhance both clinical and operational HR needs, challenges, and opportunities.

ESSENTIAL JOB DUTIES/RESPONSIBILITIES:

• Serves as champion, leads or supports business and clinical initiatives focused on performance and talent, including but not limited to: selection, onboarding & training, coaching/performance management, leadership and talent development, employee retention, employee communication, and effective employee relations strategies.

• In partnership with COEs, champions and embeds a “growth mindset” to design and executes talent development programs to build a skilled and motivated workforce.  Identifies key talent and creates pathways for career growth and succession planning.

• Assists Center and Market leaders in providing employees with development opportunities that align with current and future performance standards.

• Reviews key business performance targets and their related talent implications with Regional and Center leaders.  Develops strategies to address them.

• Supports Leadership in workforce management through forecasting and planning their talent pipeline requirements in line with the function or business strategy.

• Analyzes HR data to identify trends, metrics, and insights that inform strategic decision-making, improve workforce planning, and enhance overall organizational performance.

• Works with Regional and Clinical Leadership to drive improved selection and performance coaching of Center leaders and providers.

• Partners with leaders to develop and implement initiatives to cultivate a positive organizational culture, enhancing employee engagement and retention through targeted programs, recognition, and feedback mechanisms.

• Partners with leaders to drive a culture of leadership excellence, providing coaching and guidance on effective leadership practices and change management.

• Liaises between the line and HR to ensure that HR services are aligned with internal client needs.

• Supports the implementation of HR strategy and tactics to the overall business priorities of the organization and effectively manages the execution of these initiatives to result in improved business performance.

• Partners closely with the Leader on all organizational change initiatives (reorganizations, talent upgrades, promotions, reductions in force, performance improvement plans, separations, and related communications).

• Ensures that organizational change efforts are managed effectively and in a legally defensible manner.

• Provides services directly to the client group leadership team and acts as liaison between clients and the HR Center of Expertise (COE) teams.  Active member of leadership team for client groups.

• Performs other duties as assigned and modified at manager’s discretion.

KNOWLEDGE, SKILLS AND ABILITIES:

• Strong business acumen and acuity

• Expert knowledge of local, state and federal employment laws and regulatory environments governing HR-related matters, including but not limited to: FLSA, Labor laws, etc.

• Clear, comprehensive understanding of the link between talent and other HR initiatives and business strategy

• Demonstrated ability to serve as a knowledgeable resource for leaders and employees. Able to effectively influence decisions at all levels within the organization. Ability to develop clear, actionable steps in support of an overall business strategy

• Ability to identify new ways for HR to support the business strategy

• Ability to collect and synthesize large quantities of quantitative and qualitative data

• Ability to recognize trends and develop recommendations based on data analysis

• Ability to engage, inspire, and influence people

• Ability to develop and deliver relevant, effective training programs to targeted audiences

• Strong interpersonal, communication, and customer service skills

• Superior knowledge of multiple human resource disciplines, including total rewards, organizational diagnosis, employee relations, diversity, performance management (e.g., workforce planning and talent management), and talent management practices

• Proven leadership knowledge, skills and culture-building abilities

• Must possess a high degree of emotional intelligence and integrity

• Passionate about serving others with VIP experiences; ability to naturally engage and connect with others

• Outstanding communication, interpersonal relationship building and employee coaching and development skills

• Demonstrated analytical capability and understanding

• Ability to work cross-culturally; understanding how to work effectively in different geographies and business environments

• Must be self-motivated and a team player

• Strong time management and priorities management skills

• Proficient in Microsoft Office Suite products including Word, Excel, PowerPoint and Outlook, plus a variety of other word-processing, spreadsheet, database, e-mail and presentation software

• Ability and willingness to travel locally, regionally and nationwide up to 50% of the time; role resides in the centers and must be able to rotate working in the centers based on performance and need of each center.  This role is not remote based

• Spoken and written fluency in English

• This job requires use and exercise of independent judgment

EDUCATION AND EXPERIENCE CRITERIA:

• BA/BS degree in Human Resources, Business Administration, Public Administration, Hospitality or a closely related field required OR additional experience above the minimum may be considered in lieu of the required education on a year-for-year basis

• Master’s degree in Human Resources Management (MHRM), Business Administration (MBA) with a concentration in Human Resources or a closely related discipline preferred

• A minimum of 8 years’ progressive human resources generalist experience or a combination of human resource and business experience required

• Significant experience in various HR disciplines, including TM/OD, Employee Relations, Talent Acquisition, Total Rewards and/or Change Management strongly desired

• PHR, SPHR, SHRM-CP, SHRM-SCP or equivalent certification desired