HR Business Partner

Responsibilities

• Build strong, credible relationships with mid-level RCM leaders and front-line managers, serving as a coach and consultative partner.
• Develop a solid understanding of current RCM operational trends, including specific billing and denial workflows (e.g., BDA/BDE terminology and processes), to effectively anticipate the HR needs of the department.
• Affirmatively assist in translating the RCM business plan into actionable talent and organizational plans to build operational capability.
• Partner with talent acquisition and RCM leadership to optimize backfill requisition processes, ensuring front-line revenue cycle positions are staffed efficiently.
• Affirmatively assist in the development and execution of robust hiring and retention strategies specifically designed to reduce turnover and engage front-line RCM teams.
• Analyze turnover data and conduct stay/exit interviews to recommend actionable solutions to leadership.
• Provide guidance and consulting support for transformational change efforts within the billing and collections teams.
• Liaise with the HR Service Center and Centers of Excellence to ensure the RCM business unit receives value-added HR programs aligned with their specific strategic goals.
• Drive toward an optimal culture that prioritizes productivity, quality, service, and employee success.

Requirements

• Education: Bachelor’s degree in Human Resources, Business Administration, Organization Development, or a related field.
• Experience: 4 years of progressive experience in Human Resources, ideally with exposure to HRBP or generalist responsibilities.
• Industry Knowledge: Experience supporting a Revenue Cycle Management (RCM), healthcare billing, or high-volume operational/front-line organization.

Qualifications

• Demonstrated ability to build relationships and influence front-line to mid-level leadership.
• Experience implementing retention and talent acquisition strategies for high-turnover roles.
• Strong analytical skills with the ability to leverage HR metrics (turnover, engagement scores) to drive decision-making.
• Excellent communication skills, with the ability to confidently present ideas and strategies to leadership.
• Solid understanding of organizational design, career pathing, and employee engagement best practices.

Benefits

• Day 1 Medical, supplemental health, dental & vision for FT employees who work 30+ hours
• Best-in-class well-being programs
• Blueprint for Wellness® mental health program
• Vacation and Health/Flex Time
• 6 Holidays plus 1 "MyDay" off
• FinFit financial coaching and services
• 401(k) pre-tax and/or Roth IRA with company match up to 5% after 12 months of service
• Employee stock purchase plan
• Life and disability insurance, plus buy-up option
• Flexible Spending Accounts
• Annual incentive plans
• Matching gifts program
• Education assistance through MyQuest for Education
• Career advancement opportunities