Director, Human Resources Business Partner

Position Overview

Health Monitor Network is building a best-in-class People function to support a growing, PE-backed healthcare media company at an exciting inflection point. We are looking for a Senior HR Business Partner who brings the experience, judgment, and versatility to operate as a true strategic partner to the business while also rolling up their sleeves to strengthen the HR foundation beneath it.

Reporting to the EVP, CHRO, this role is a cornerstone of the People Team. The Senior HRBP will partner closely with senior leaders across the organization, serving as a trusted advisor on talent, organizational effectiveness, and people development. At the same time, they will bring meaningful depth in HR operations, compliance, and systems — enabling them to contribute to the build-out of scalable people infrastructure as HMN continues to grow, both organically and through acquisition.

This is a role for someone who is equally comfortable in a strategic conversation with an executive and in the details of getting HR done right. The ideal candidate has been here before — they know what good HR looks like, they’ve helped build it, and they’re energized by the opportunity to do it again in a dynamic, high-growth environment.

• Partner with assigned senior leaders and their teams as a trusted, proactive HR advisor across all aspects of the employee lifecycle
• Provide coaching and counsel to people managers on performance management, employee development, team dynamics, and organizational effectiveness
• Support workforce planning and organizational design efforts, helping leaders build the right structures and capabilities for scale
• Manage employee relations matters with sound judgment, appropriate urgency, and careful documentation — balancing legal risk awareness with a fair, human approach
• Serve as a credible voice of the employee experience to senior leadership, surfacing themes, risks, and opportunities

• Contribute to the development and implementation of core HR policies, programs, and processes that are practical, compliant, and built to last
• Support HR compliance efforts, including policy reviews, audit readiness, and remediation of gaps across federal, state, and local employment law requirements
• Participate in HRIS evaluation and implementation initiatives, bringing a practitioner’s perspective to system design, data integrity, and process workflow
• Help establish consistent, scalable HR practices across the organization that reduce risk and improve the employee experience

• Design and facilitate learning and development programs for people managers and individual contributors, with a focus on practical skill-building and measurable impact
• Build and deliver manager effectiveness resources including toolkits, coaching frameworks, and communication guides that equip leaders to lead well
• Support the design and execution of a company-wide performance management cadence, including goal setting, ongoing feedback, and year-end calibration
• Identify development needs across the organization and recommend targeted interventions that build bench strength over time

• Support people-side work streams for post-acquisition integration, including role mapping, cultural assessment, compensation harmonization, and employee experience
• Serve as an effective change management partner to leaders and teams navigating organizational transitions, helping to communicate clearly and maintain engagement
• Contribute to the development of repeatable frameworks and playbooks that enable HMN to integrate future acquisitions with speed and consistency

• Partner with the CHRO on compensation benchmarking, job architecture, and total rewards programs that keep HMN competitive for the talent it needs
• Support offer development and compensation decisions for new hires and internal moves, ensuring internal equity and market alignment
• Collaborate with Talent Acquisition on critical searches, providing HRBP perspective on candidate assessment, offer strategy, and onboarding