Senior HR Business Partner; Columbus, Cincinnati, or Cleveland

We’re unique. You should be, too. We’re changing lives every day. For both our patients and our team members. Are you innovative and entrepreneurial minded? Is your work ethic and ambition off the charts? Do you inspire others with your kindness and joy? We’re different than most primary care providers. We’re rapidly expanding and we need great people to join our team.

The Senior Human Resources Business Partner (HRBP) is a dynamic leader responsible for driving and influencing all HR functions in their region. This role requires close collaboration with regional/market operational and clinical leaders, local leaders, and corporate Centers of Expertise (COEs) to address and enhance both clinical and operational HR needs, challenges, and opportunities.

Serves as champion, leads or supports business and clinical initiatives focused on performance and talent, including but not limited to: selection, onboarding & training, coaching/performance management, leadership and talent development, employee retention, employee communication, and effective employee relations strategies. In partnership with COEs, champions and embeds a “growth mindset” to design and executes talent development programs to build a skilled and motivated workforce.

Identifies key talent and creates pathways for career growth and succession planning. Assists Center and Market leaders in providing employees with development opportunities that align with current and future performance standards. Reviews key business performance targets and their related talent implications with Regional and Center leaders. Develops strategies to address them. Supports Leadership in workforce management through forecasting and planning their talent pipeline requirements in line with the function or business strategy.

Analyzes HR data to identify trends, metrics, and insights that inform strategic decision-making, improve workforce planning, and enhance overall organizational performance. Works with Regional and Clinical Leadership to drive improved selection and performance coaching of Center leaders and providers. Partners with leaders to develop and implement initiatives to cultivate a positive organizational culture, enhancing employee engagement and retention through targeted programs, recognition, and feedback mechanisms.

Partners with leaders to drive a culture of leadership excellence, providing coaching and guidance on effective leadership practices and change management. Liaises between the line and HR to ensure that HR services are aligned with internal client needs. Supports the implementation of HR strategy and tactics to the overall business priorities of the organization and effectively manages the execution of these initiatives to result in improved business performance.

Partners closely with the Leader on all organizational change initiatives (reorganizations, talent upgrades, promotions, reductions in force, performance improvement plans, separations, and related communications). Ensures that organizational change efforts are managed effectively and in a legally defensible manner. Provides services directly to the client group leadership team and acts as liaison between clients and the HR Center of Expertise (COE) teams.

Active member of leadership team for client groups. Performs other duties as assigned and modified at manager’s discretion.

Strong business acumen and acuity. Expert knowledge of local, state and federal employment laws and regulatory environments governing HR-related matters, including but not limited to: FLSA, Labor laws, etc. Clear, comprehensive understanding of the link between talent and other HR initiatives and business strategy.…