Human Resources Business Partner - Lehigh Valley Region, North

Human Resources Business Partner

Imagine a career at one of the nation's most advanced health networks. Be part of an exceptional health care experience. Join the inspired, passionate team at Lehigh Valley Health Network, a nationally recognized, forward-thinking organization offering plenty of opportunity to do great work.

LVHN has been ranked among the "Best Hospitals" by U.S. News & World Report for 23 consecutive years. We're a Magnet(tm) Hospital, having been honored five times with the American Nurses Credentialing Center's prestigious distinction for nursing excellence and quality patient outcomes in our Lehigh Valley region. Finally, Lehigh Valley Hospital
- Cedar Crest, Lehigh Valley Hospital
- Muhlenberg, Lehigh Valley Hospital
- Hazleton, and Lehigh Valley Hospital - Pocono each received an 'A' grade on the Hospital Safety Grade from The Leapfrog Group in 2020, the highest grade in patient safety. These recognitions highlight LVHN's commitment to teamwork, compassion, and technology with an unrelenting focus on delivering the best health care possible every day.

Whether you're considering your next career move or your first, you should consider Lehigh Valley Health Network.

This role will provide support of our North Region with travel required to LVH Carbon, LVH Dickson City, LVH Hazleton, LVH Schuylkill, LVH Pocono, LVH Hecktown Oaks.

The Human Resources Business Partner (HRBP) works to align business objectives with leadership in designated business units and serves as a strategic advisor. The HRBP partners with business leaders, HR leadership, and Centers of Excellence/Expertise (COEs), including Employee Relations (ER) and Labor Relations (LR), to design and implement workforce strategies that drive organizational effectiveness and business outcomes. The HRBP is a trusted consultant responsible for workforce planning, organizational design, leadership coaching, and change management, while collaborating with ER/LR partners for specialized employee and labor relations matters.

Job Duties

• Serve as the primary strategic advisor to business leaders, aligning HR strategies with operational, financial, and service line priorities to drive performance and outcomes.
• Lead enterprise-level workforce planning and FTE modeling, translating business strategy into actionable staffing, productivity, and labor optimization plans.
• Provide leader coaching and development, building capability in front-line through leaders to strengthen decision-making, accountability, and team effectiveness.
• Partner with leadership to design and implement organizational structures, restructures, and role redesign, ensuring alignment with business needs, scalability, and efficiency.
• Drive enterprise engagement and culture strategies, including survey action planning, culture initiatives, and ongoing workforce sentiment monitoring, while also focusing and promoting a fair, positive, and collaborative working environment.
• Lead and support complex change management initiatives, including transformations, leader transitions.
• Own talent strategy execution, including succession planning, high-potential identification, and pipeline development in partnership with Talent COEs.
• Act as a trusted consultant to leadership on business decisions, integrating people, financial, and operational considerations and goals into recommendations.
• Utilize workforce analytics, HR metrics, and data insights to identify trends, diagnose organizational issues, and drive evidence-based decision making.
• Partner with ER and LR COEs to ensure appropriate escalation, alignment, and coordinated response for employee and labor relations matters, maintaining clear role delineation.
• Influence and guide leaders through complex business challenges, including performance, restructuring, workforce optimization, and operational change
• Translate enterprise initiatives into actionable business unit plans, ensuring consistent execution across regions, service lines, and functions.
• Identify and proactively address organizational risks related to talent, engagement, and leadership capability, escalating systemic issues as needed.
• Serve as a change agent and culture steward,…