HRBP

Job Description

This individual will provide hands‑on HR support to leaders and managers, with a strong emphasis on employee relations. Day to day, they will review corrective actions and disciplinary documentation, coach managers on improving documentation and action plans, and assist with ADA accommodation requests using established processes and templates. They will conduct employee relations investigations, document findings clearly and accurately, and partner with HR leadership on appropriate next steps.

The role will also support the broader HR Business Partner team by advising leaders on performance issues, employee concerns, and policy interpretation, while ensuring compliance with internal HR processes and regulatory standards. This position works closely with HR Centers of Excellence and Service Centers and escalates complex or high‑risk issues as needed.

We are a company committed to creating diverse and inclusive environments where people can bring their full, authentic selves to work every day. We are an equal opportunity/affirmative action employer that believes everyone matters. Qualified candidates will receive consideration for employment regardless of their race, color, ethnicity, religion, sex (including pregnancy), sexual orientation, gender identity and expression, marital status, national origin, ancestry, genetic factors, age, disability, protected veteran status, military or uniformed service member status, or any other status or characteristic protected by applicable laws, regulations, and ordinances.

If you need assistance and/or a reasonable accommodation due to a disability during the application or recruiting process, please send a request to

• 5+ years of Human Resources experience with a strong focus on Employee Relations.
• Experience conducting employee relations investigations and documenting findings.
• Experience reviewing and advising on corrective actions and disciplinary documentation.
• HR experience in a healthcare or hospital environment.
• Experience supporting executive‑level leaders or senior leadership teams.
• Experience with labor relations, union environments, or grievance processes.
• Experience analyzing and presenting HR metrics (attrition, engagement, performance).
• HR certification such as SHRM-CP/SHRM-SCP or PHR/SPHR.