HR Business Partner
Company Overview
At Allia Health, home to Southend Pharmacy, Brello Health, and Woven, we're making longevity care feel less like a luxury and more like basic healthcare. Our mission is simple: deliver anti-aging and wellness solutions that are affordable, accessible, and deeply human. We're not chasing trends—we're rebuilding the model. By meeting people where they are with personalized, cost-effective options that fit real schedules, real budgets, and real health goals, we're helping more people take control of how they feel today—and how they age tomorrow.
Who Thrives in this Role
We are seeking an onsite trusted advisor to leaders who brings clarity to complex people challenges, courage to difficult conversations, and accountability to moments that shape culture. A strategic HR Business Partner who anticipates issues, identifies patterns, and partners with leaders to address root causes—not just symptoms. A confident influencer and coach who challenges thoughtfully and guides leaders through performance, change, and accountability with empathy and rigor. A collaborative partner on high-impact People Operations initiatives, including total rewards, compensation, performance programs, and enterprise people strategies—helping shift the organization toward intentional, values-driven people leadership that strengthens trust, engagement, and retention.
Your Impact
As an HR Business Partner, your impact will extend beyond individual cases to the health of teams, leaders, and the organization as a whole. You will shape how leaders show up for their people—coaching them through employee relations, performance challenges, and difficult transitions. Your work will help the organization move from reactive problem-solving to intentional, values-driven people leadership, strengthening trust, engagement, and long-term retention.
What You'll Lead
Strategic HR Partnership
Serve as the primary HR Business Partner to assigned leaders and departments. Act as a trusted advisor, providing proactive guidance on people strategy, team health, and leadership effectiveness. Influence leadership decisions by balancing empathy, accountability, business needs, and risk. Challenge leaders when necessary, grounded in values, data, and sound judgment.
Employee Relations & Risk Management
Lead and oversee complex employee relations matters with a focus on root causes, consistency, and long-term cultural impact. Identify patterns and systemic issues across teams rather than treating concerns as isolated incidents. Ensure employee relations practices align with employment law, company values, and best practices. Partner with People Operations leadership on risk mitigation strategies.
Terminations & Sensitive Employment Decisions
Advise leaders on termination readiness, alternatives, and risk assessment. Guide leaders through termination decisions and execution with clarity, dignity, and compliance. Ensure appropriate documentation and alignment with company policies and legal requirements. Use data to inform strategic recommendations, workforce insights, and leadership decisions.
Employee Voice & Feedback Integration
Lead exit interview strategy and execution across the organization. Facilitate stay interviews to proactively assess engagement and retention risks. Analyze trends from exit interviews, stay interviews, and employee feedback and translate into clear insights and recommendations for leaders.
Company-Wide People Initiatives
Partner with the Chief People Officer & Manager of People Operations to shape and execute enterprise-wide People initiatives. Own or co-lead initiatives as assigned, ensuring strong execution and follow-through.
Engagement & Survey Action Planning
Partner with leaders to interpret engagement survey results. Identify themes, strengths, and opportunity areas across teams. Support leaders in developing and executing meaningful action plans. Reinforce accountability by ensuring feedback loops are closed with employees.
Leader Coaching & Capability Building
Coach leaders on navigating difficult conversations, performance management, and employee accountability. Model courageous, respectful, and values-driven communication. Build leader confidence and capability to address people issues early and effectively.
Superpowers We Value
HRBP-level employee relations expertise: Extensive experience managing and advising on complex employee relations issues with a strategic, pattern-based mindset rather than a transactional approach.
Professional foundation: Bachelor’s degree in Human Resources, Business Administration, or related field, and/or equivalent experience; 7+ years progressive HR experience preferred.
Leadership advisory capability: Proven ability to influence, coach, and challenge leaders at multiple levels while maintaining trust and credibility.
Data-informed strategic thinking: Experience translating engagement data and qualitative feedback into insights, recommendations, and measurable action plans.
Advanced HR systems fluency: Strong working knowledge of ADP Workforce Now (WFN), including reporting and trend analysis to support strategic decision-making.
Emotional intelligence and integrity: Ability to remain grounded, fair, and values-driven in emotionally charged or high-risk situations.
HR certification (SHRM-CP, SHRM-SCP, PHR, SPHR) strongly preferred.
What We Offer
Comprehensive benefits package including medical, dental, 401k, quarterly bonuses, paid time off
Equal Opportunity Employer Statement