Human Resources Business Partner

Core Responsibilities

• Develop a strong working understanding of facility operations, staffing models, leadership dynamics, and regulatory considerations.
• Build credibility through regular presence in facilities and engagement with local and regional leaders.
• Ground HR guidance in operational reality rather than abstract HR theory.
• Serve as the primary source of HR expertise for facility‑level HR roles ("HR Locals") who perform HR responsibilities as part of a broader role.
• Support HR Locals in navigating HR tools, systems, policies, and processes, and coach them on employee relations judgment, documentation quality, and appropriate escalation.
• Apply sound legal and regulatory judgment in day‑to‑day people decisions, helping reduce risk across a multi‑state environment.
• Build capability through advising, coaching, and shared tools rather than taking work away.
• Partner closely with Facility Administrators on hiring, performance management, corrective action, and employee relations.
• Coach leaders beyond the immediate issue to address root causes and reinforce accountability for effective people leadership.
• Support the Regional Vice President by identifying trends, recurring issues, and emerging risks across facilities.
• Synthesize field observations and available data to surface insights early and reinforce consistency in people practices.
• Partner with HR leadership and Centers of Excellence to translate trends into practical guidance or preventive actions.
• Partner closely with HR Operations, People Relations, Legal, and Centers of Excellence with clear role boundaries.
• Focus on advising, coaching, and contextual guidance rather than transactional execution or investigations.
• Share field feedback and improvement opportunities to inform HR tools, guidance, and support models.
• Support facility transitions, acquisitions, or integrations, including onboarding employees and enabling local HR partners and leaders during periods of change.
• Help ensure consistent application of HR practices while accounting for transition-related complexity and risk.

Qualifications

• 3+ years of experience in an HR Business Partner, HR Generalist, or similar role supporting leaders in a complex or distributed environment.
• Demonstrated ability to build trust and influence without formal authority.
• Strong foundation in employee relations principles with sound, consistent judgment.
• Strong curiosity about the business and how people decisions impact outcomes.
• Preferred: Experience supporting employees and leaders across multiple states with varying employment laws and regulatory requirements.
• Preferred: Experience supporting frontline, multi-site, or regulated workforces (healthcare services a plus).
• Preferred: Exposure to HRBP, shared services, or COE-based HR operating models.
• Preferred: Working awareness of union environments and collective bargaining considerations.