People Operations Business Partner

Vyne is a healthcare technology company connecting providers, payers, and patients through secure health information exchange and intelligent communication management. Operating across two specialized business units — Vyne Medical and Vyne Dental — the company serves more than 800 hospitals and health systems, 84,000 dental offices, and 800+ health plans and payers across the United States. Vyne Medical helps hospitals and health systems automate clinical and operational workflows, reduce denials, and accelerate revenue cycle performance, while Vyne Dental empowers dental practices and payers with end-to-end revenue acceleration tools that streamline claims, attachments, and patient payments.

Together, they share a single mission: replacing fragmented, paper-based healthcare processes with modern, integrated technology that saves time, reduces costs, and improves outcomes for everyone involved.

At Vyne, you'll work alongside people who are passionate about what they do and genuinely invested in each other's success. The company is remote‑first, offering flexibility and work‑life balance that employees consistently value. Whether you're solving complex healthcare challenges or collaborating across teams, the work here is meaningful and the people make it worth showing up for.

Title of Position: People Operations Business Partner

Organizational Relationship: Reports to Chief People Officer

Job Family: People Operations

Managerial Responsibilities: None (partners with and influences people leaders across the organization)

Classification: Exempt / Full‑Time

Location: This role is located in Lindon, Utah and requires hybrid work flexibility.

The People Operations Business Partner is the primary partner to people leaders and employees on employee relations, performance, and owning the overall employee experience s role leads sensitive employee relations matters, owns the employee lifecycle from onboarding through offboarding, and coaches managers to build leadership capability, strengthen performance, and resolve people issues. The role also drives performance enablement, maintains Vyne’s job architecture and career‑pathing frameworks, and safeguards HR policy and compliance.

The ideal candidate is a trusted, discreet advisor with strong judgment, deep knowledge of employment law, and the ability to coach and influence leaders at every level of the organization.

Engagement & Culture

• Facilitate employee round tables and contribute to employee engagement and employee satisfaction and retention initiatives.
• Leverage AI to elevate the People function, proactively identifying opportunities to automate, enhance, and streamline HR processes while protecting data privacy and applying sound human judgment.
• Utilize engagement survey data and exit feedback to identify trends and opportunities for improving the employee experience.
• Act as a champion of a fair and respectful workplace by driving ER programs that support belonging and equity.

Employee Relations

• Serve as a trusted advisor to people leaders and employees on HR policies, employee relations, and workplace concerns.
• Partner across all levels of the organization, including executive leadership, managers, and employees on matters related to people operations.
• Maintain current knowledge of federal and state employment law and ensure consistent, compliant application of policy.
• Exercise sound judgment and discretion in handling confidential and sensitive information.
• Serve as the first point of contact for employee relations conversations and concerns.
• Conduct fact‑finding interviews and maintain thorough documentation through resolution.
• Lead or oversee sensitive internal investigations, disciplinary actions, and complex workplace issues.
• Advise on and support employment‑related legal matters—discussion, prevention, and resolution.
• Facilitate mediation for employee issues and manage employee hardship situations.
• Work directly with people leaders on a regular basis regarding employees, team structure, and issues.

Performance Management

• Drive biannual and annual performance cycles, including reminders to managers and employees.
• Provide…