People Operations Business Partner

About Vyne

Vyne is a healthcare technology company connecting providers, payers, and patients through secure health information exchange and intelligent communication management. Operating across two specialized business units — Vyne Medical and Vyne Dental — the company serves more than 800 hospitals and health systems, 84,000 dental offices, and 800+ health plans and payers across the United States. Vyne Medical helps hospitals and health systems automate clinical and operational workflows, reduce denials, and accelerate revenue cycle performance, while Vyne Dental empowers dental practices and payers with end-to-end revenue acceleration tools that streamline claims, attachments, and patient payments. Together, they share a single mission: replacing fragmented, paper-based healthcare processes with modern, integrated technology that saves time, reduces costs, and improves outcomes for everyone involved.

Title of Position

Title of Position: People Operations Business Partner

Organizational Relationship

Organizational Relationship: Reports to Chief People Officer

Job Family

Job Family: People Operations

Managerial Responsibilities

Managerial Responsibilities: None (partners with and influences people leaders across the organization)

Classification

Classification: Exempt / Full-Time

Location

Location: This role is located in Lindon, Utah and requires hybrid work flexibility.

GENERAL SUMMARY

The People Operations Business Partner is the primary partner to people leaders and employees on employee relations, performance, and owning the overall employee experience at Vyne. This role leads sensitive employee relations matters, owns the employee lifecycle from onboarding through offboarding, and coaches managers to build leadership capability, strengthen performance, and resolve people issues.

DUTIES & RESPONSIBILITIES

• Engagement & Culture
• Facilitate employee roundtables and contribute to employee engagement and employee satisfaction and retention initiatives.
• Utilize engagement survey data and exit feedback to identify trends and opportunities for improving the employee experience.
• Act as a champion of a fair and respectful workplace by driving ER programs that support belonging and equity.
• Employee Relations
• Serve as a trusted advisor to people leaders and employees on HR policies, employee relations, and workplace concerns.
• Partner across all levels of the organization, including executive leadership, managers, and employees on matters related to people operations.
• Maintain current knowledge of federal and state employment law and ensure consistent, compliant application of policy.
• Exercise sound judgment and discretion in handling confidential and sensitive information.
• Lead or oversee sensitive internal investigations, disciplinary actions, and complex workplace issues.
• Advise on and support employment-related legal matters—discussion, prevention, and resolution.
• Facilitate mediation for employee issues and manage employee hardship situations.
• Work directly with people leaders on a regular basis regarding employees, team structure, and issues.
• Performance Management
• Drive biannual and annual performance cycles, including reminders to managers and employees.
• Support managers through org changes and performance-related questions.
• Prepare for and conduct Performance Improvement Plan (PIP) discussions with managers and employees.
• Coach managers on corrective action, performance conversations, and effective communication.
• Promote a culture of accountability, feedback, and continuous learning.
• Onboarding & Offboarding
• Conduct new hire orientation, including onboarding sessions and follow-up 1:1s.
• Manage the full termination process, including exit checklists, final pay coordination, and HRIS processing.
• Conduct exit interviews and track regrettable turnover, turning data into actionable items that promote high employee satisfaction and retention.
• Prepare and deliver separation agreements and coordinate RIF outplacement services (e.g., LHH).
• People Operations & Team Collaboration
• Manage the HR mailbox and channel responses, ensuring timely employee support.
• Own the annual review and revision of the employee handbook and HR policies.
• Coordinate weekly with the recruiter and talent team on open roles.
• Perform administrative duties related to the HR function and support broader People team projects as needed.

EDUCATION, KNOWLEDGE, SKILLS & ABILITIES

• Educational Requirement: Bachelor’s degree in Human Resources, Business, or related field.
• Experience: 5+ years of progressive HR experience, including at least 3 years of experience in employee relations.
• Technology: Hands on experience using AI tools responsibly; fluency in Claude Cowork a strong plus. Experience in Rippling is a plus.
• Legal Knowledge: Knowledge of employment laws and best practices in ER, investigations, and organizational policy.
• Experience: Experience managing ER in multi-state and/or multi-site organizations.
• Interpersonal Skills: Proven ability to manage complex, sensitive, and confidential matters with integrity and discretion. Strong interpersonal, communication, and coaching skills with the ability to influence across all levels.
• Technical Skills: Strong problem solving and creative skills and the ability to exercise sound judgment and make decisions based on accurate and timely analyses. Experience with HRIS, case management systems, and ER analytics tools.

PHYSICAL DEMAND

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

WORK ENVIRONMENT

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

SECURITY ROLE / RESPONSIBILITY

- Protected Health Information (“PHI”): This position may have access to and be responsible for the security of PHI/PI on an incidental basis.
- Human Resource Information: This position may have access to and be responsible for the security of information including salary, insurance, reviews, resumes.
- Financial Admin: This position may have access to and be responsible for the security of financial administrative accounts and corporate accounts.
- Application Admin: This position may have access to and be responsible for securely administering user access to corporate applications.

HR

Lindon, UT

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