Sr HR Business Partner, PMMG Operations

Summary

The Senior HR Business Partner, PMMG Operations serves as a strategic HR partner to Penn Medicine Medical Group (PMMG) leadership while leading HR initiatives that support organizational growth, operational effectiveness, and practice integrations.

Responsibilities

• Strategic HR Partnership & Organizational Effectiveness:
  • Serve as a strategic partner to leadership within assigned client groups, participating in business planning and recommending human capital strategies aligned with organizational goals.
  • Collaborate with leaders to design effective organizational structures, workflows, and workforce plans that support operational priorities.
  • Act as an internal consultant by analyzing HR-related challenges and recommending solutions that support organizational development, succession planning, and long-term workforce sustainability.
  • Provide coaching and strategic guidance to leaders on change management, leadership effectiveness, employee engagement, and fostering a positive workplace culture.
• HR Integrations, Projects & Workforce Initiatives:
  • Lead HR activities related to practice integrations, acquisitions, and organizational transitions, including due diligence, project planning, timelines, communications, and cross-functional coordination.
  • Serve as the primary HR contact for integration-related initiatives, managing HR deliverables before, during, and after go-live through both on-site and virtual engagement.
  • Provide program management for workforce initiatives that support organizational growth and long-term workforce strategy.
  • Lead or support special HR projects and system-wide initiatives in partnership with HR leadership and shared services teams.
• Employee Relations, Culture & Engagement:
  • Partner with managers to address employee relations matters including conflict resolution, performance improvement, and terminations while ensuring compliance with organizational policies and employment laws.
  • Lead or support workplace investigations involving policy violations, partnering with legal, compliance, security, and other stakeholders to determine appropriate action.
  • Assess workplace climate and employee engagement levels, providing leaders with recommendations to strengthen culture, retention, and team performance.
  • Conduct onboarding interviews with new hires during their first year to gather insights and support retention strategies.
• HR Programs & Talent Management:
  • Facilitate and support enterprise HR programs within assigned client groups, including performance management, talent reviews, benefits enrollment, employee engagement surveys, and recognition programs.
  • Partner with HR and operational leadership to develop and implement programs that support employee development, engagement, and retention.
• Workforce Analytics & Performance Insights:
  • Analyze workforce metrics and operational data, including productivity, turnover, recruiting outcomes, engagement, and patient satisfaction, to identify trends, risks, and opportunities.
  • Monitor key workforce KPIs such as first-year turnover, clinical turnover, and diversity hiring and retention metrics for physicians, APPs, and staff.
  • Develop reports and present insights to leadership in clear, actionable formats to support data-driven decision making.
• HR Operations, Compliance & Governance:
  • Ensure compliance with HR policies, employment laws, and organizational guidelines while partnering with leaders to address non-compliance issues.
  • Maintain and update HR policies in collaboration with corporate HR, including managing policy documentation, approvals, and distribution.
  • Maintain the integrity of HR data, including organizational structures, job codes, credentials, requisitions, and workforce records.
  • Serve as a resource for job description management, including maintenance, documentation, and approval workflows.
  • Support onboarding of new managers to HR policies, processes, and available shared services resources.
• Collaboration with HR Shared Services:
  • Partner with shared services teams (Compensation, Talent Acquisition, Benefits, etc.) to deliver integrated HR solutions that support the needs of the business.
  • Represent and connect business leaders with appropriate HR resources to ensure consistent service delivery and alignment with system-wide HR strategies.

Credentials

• SHRM-CP/PHR or SHRM-SCP/SPHR (Preferred).

Education or Equivalent Experience

• Bachelor's Degree in Human Resources or a related field (Required).
• 5+ years Progressively responsible experience in Human Resources, preferably in healthcare or a shared services business environment (Required).
• Master's Degree in Human Resources or Business Administration and experience in organizational development (Preferred).

Skills & Abilities

• ANALYTICS: Strong quantitative and analytical abilities.
• COMMUNICATION: Ability to effectively present information and respond to questions from others.
• COMMUNICATION: Ability to navigate a political landscape with internal and external stakeholders.
• COMMUNICATION: Ability to communicate effectively with all levels of staff.
• COMMUNICATION: Demonstrated interpersonal/verbal communication skills.
• HUMAN RESOURCES: Demonstrated coaching, counseling, and consultation skills.
• PROJECT/CHANGE MANAGEMENT: Ability to manage concurrent projects while meeting project deadlines.
• SKILLS: Skilled in Microsoft Office (Excel, Word, PowerPoint, Teams, etc).
• SKILLS: Demonstrated active listening and written communication skills.