HR Business Partner

The Human Resources Business Partner (HRBP) serves as a strategic advisor and trusted partner to leaders across Meritus Health. The HRBP collaborates with operational, clinical, and academic leaders to develop and implement people strategies that support organizational goals, enhance workforce engagement, strengthen leadership effectiveness, and foster a high-performing culture.

This role provides consultative support across the employee lifecycle, including workforce planning, employee relations, talent management, leadership coaching, performance management, organizational effectiveness, succession planning, change management, and retention strategies. The HRBP partners with leaders across acute care, ambulatory services, physician practices, behavioral health, medical education, and corporate departments to ensure alignment with organizational priorities and workforce needs.

Essential Duties and Responsibilities

Strategic Partnership

• Serve as a strategic HR consultant to assigned business units and leadership teams.

• Align workforce strategies with organizational objectives, operational priorities, and growth initiatives.

• Partner with leaders to assess workforce trends, staffing challenges, retention risks, and succession needs.

• Facilitate organizational design and workforce planning discussions to support changing business needs.

• Support leaders during organizational changes, restructures, mergers, acquisitions, and service line expansions.

• Provide guidance and coaching to leaders on employee relations matters, performance concerns, conflict resolution, workplace investigations, and corrective actions.

• Conduct or support investigations involving policy violations, employee complaints, harassment, discrimination, and workplace conduct concerns.

• Ensure consistent application of policies, procedures, and employment practices.

• Partner with leaders to foster a respectful, inclusive, and engaged workplace culture.

• Mitigate organizational risk through proactive consultation and compliance with employment laws and regulations.

• Partner with Talent Acquisition to address workforce shortages and develop recruiting strategies for clinical, non-clinical, physician, and academic roles.

• Support succession planning and leadership development initiatives.

• Identify talent gaps and collaborate on workforce development solutions.

• Facilitate talent reviews and support implementation of individual development plans.

• Assist leaders in identifying high-potential talent and developing future leaders.

• Guide leaders through performance management processes, including goal setting, coaching, evaluations, and performance improvement planning.

• Analyze engagement survey results and partner with leaders to develop action plans.

• Support initiatives designed to improve retention, employee satisfaction, and organizational culture.

• Monitor turnover, vacancy, and workforce metrics and recommend solutions to address trends.

• Partner with leaders to implement change management strategies that support organizational transformation.

• Facilitate communication and employee engagement efforts during periods of change.

• Support initiatives focused on continuous improvement, operational excellence, and culture enhancement.

• Assist departments in improving team effectiveness and leadership capabilities.

• Ensure compliance with federal, state, and local employment laws and healthcare-specific regulations.

• Interpret and apply HR policies, procedures, and employment guidelines.

• Partner with Legal, Compliance, and Employee Health departments as needed.

• Maintain confidentiality and protect sensitive employee information.

• Utilize HR data and workforce analytics to identify trends and opportunities.

• Prepare reports and recommendations related to turnover, retention, engagement, workforce planning, and other key metrics.

• Use data-driven insights to support leadership decision-making.

• Bachelor's degree in Human Resources, Business Administration, Healthcare Administration, Organizational Development, or combination of experience and other related education preferred.

• Minimum of five (5) years in an HR Business Partner, HR Generalist, Employee Relations, or related consultative HR role required.

• Experience supporting healthcare organizations, physician practices, academic medicine, behavioral health, or large complex organizations preferred.

• Experience advising leaders on employee relations, organizational development, and workforce strategy required.

• SHRM-CP or SHRM-SCP

• PHR or SPHR

• Other relevant HR or leadership certifications

• Strong knowledge of employment law, HR best practices, and employee relations principles.

• Ability to build trusted relationships with leaders at all organizational levels.

• Skilled in conflict resolution, coaching, and influencing without direct authority.

• Strong analytical and problem-solving capabilities.

• Ability to manage multiple priorities in a fast-paced healthcare environment.

• Excellent verbal, written, presentation, and facilitation skills.

• Experience utilizing HRIS systems, workforce analytics, and reporting tools.

• Demonstrated commitment to diversity, equity, inclusion, and belonging.

• Strong business acumen and understanding of healthcare operations.

• Primarily office-based with routine presence in clinical, ambulatory, academic, and operational settings.

• Frequent interaction with leaders, physicians, faculty, residents, students, and team members across the health system.

• May require occasional evening or weekend availability to support organizational needs.

• Strategic Partnership

• Business Acumen

• Leadership Coaching

• Employee Relations Expertise

• Change Management

• Talent Development

• Workforce Planning

• Data-Driven Decision Making

• Collaboration and Influence

• Customer Service Excellence

• Integrity and Confidentiality

• Integrity

• All In for Quality and Outcomes

• Community Obsessed

• Teamwork