People and Culture Business Partner

Job Description

Position Title: People & Culture Business Partner (P&C BP)

FLSA Status: Exempt (Salaried)

Reports To: Senior Director of People & Culture

Supervises: None; serves as a partner and advisor to assigned department leaders

Department: People & Culture

Location: On-site – The Overlook, Charlton, MA

Company: MHS/The Overlook – Charlton Campus

The People & Culture Business Partner (P&C BP) delivers full-scope, generalist People & Culture support across the community while serving as the dedicated, embedded partner to designated service lines and departments. Operating in a mission-driven senior living environment, the P&C BP aligns people strategy with operational goals — with particular concentration on talent acquisition, employee relations, retention, and regulatory compliance for the assigned areas of responsibility.

This role balances strategic partnership with hands‑on execution. The P&C BP builds trusted relationships with department leaders in their assigned service lines, functioning as the primary People & Culture point of contact for those teams, while contributing to enterprise‑wide People & Culture programs and initiatives that serve the entire community.

• Manage full-cycle recruiting for assigned service lines, including clinical (RN, LPN, CNA) and non-clinical (dining, housekeeping, maintenance) roles, with a focus on filling positions quickly in a competitive, high-turnover market.
• Partner with department leaders to forecast staffing needs, build proactive candidate pipelines, and reduce reliance on agency/contract labor.
• Post and manage requisitions, screen candidates, coordinate interviews, extend offers, and negotiate compensation within approved ranges.
• Develop and maintain sourcing strategies including community partnerships, nursing/CNA schools, job fairs, referral programs, and social media outreach.
• Track and improve key metrics: time-to-fill, cost-per-hire, offer acceptance, source effectiveness, and 90-day retention.

• Coordinate pre-employment requirements including background checks (CORI/SORI as applicable), reference checks, license/credential verification, drug screening, and employee health clearances.
• Deliver new-hire orientation and ensure a smooth, welcoming onboarding experience that reinforces the community’s culture and mission.
• Conduct stay interviews and exit interviews; analyze turnover trends and partner with leaders on retention initiatives and action plans.

• Serve as a trusted advisor and first point of contact for employee questions, concerns, and conflicts in assigned areas.
• Assist in workplace investigations, document findings, and recommend fair, consistent resolutions in accordance with policy and law.
• Coach and counsel managers on performance management, corrective action, disciplinary procedures, and terminations.
• All employee relations issues must be reviewed with the Senior Director of People & Culture or Senior People & Culture Business Partner before action is taken
  , to ensure consistent, compliant, and fair handling across the organization.

• Ensure People & Culture practices comply with federal and state employment law and healthcare/senior-living regulations (e.g., DPH, CMS, OSHA, state licensure and survey requirements).
• Maintain audit-ready files for licensure, certifications, credentialing, background checks, and required employee health/immunization records.
• Support state survey readiness and respond to People & Culture‑related components of regulatory inspections.
• Uphold confidentiality and HIPAA standards in handling employee and health information.