Human Resources Business Partner; HRBP

Park Nicollet is looking to hire a Human Resources Business Partner! Come join us as a Partner for Good and help us make an impact on the care and experience that our patients and their families receive every day.

The Human Resources Business Partner (HRBP) serves as a strategic partner to department and/or service line leaders, aligning people practices with operational priorities to enhance team engagement, talent development, and organizational performance. This role provides consultative guidance and data-driven insights to support workforce planning, change initiatives, and leadership effectiveness. The HRBP collaborates with leaders and HR Centers of Excellence to ensure consistent application of HR programs and fosters a positive, inclusive workplace culture.

Reporting to a Manager, HRBP or HR Director, the HRBP influences leaders and applies HR expertise to drive results.

This role serves as a strategic partner to leadership, collaborating on HR initiatives to support our colleagues and organizational needs. Provides guidance on topics such as employee engagement, leadership development, Compensation strategy, workforce planning, organizational structure/re-design and data driven insights. Partner with COE’s include recruitment, compensation, HR Service Center, ER/LR, Payroll, and Benefits. HRBP is not expected to be an expert in these areas but should have a well-rounded knowledge of all these areas.

Strategic HR Partnership

• Serve as a trusted advisor to leaders by providing insights, recommendations, and thought partnership on workforce strategies that advance operational, cultural, and organizational objectives.
• Guide leaders through the talent lifecycle—including workforce planning, hiring decisions, onboarding, compensation planning, development, succession planning, and engagement action planning—to build strong, future-ready teams
• Leverage HR data, people analytics, and trends to diagnose issues, surface insights, and drive evidence-based decision-making related to turnover, engagement, performance, and staffing needs.
• Anticipate people-related risks (e.g., retention, morale, capability gaps) and proactively offer solutions or interventions that support stability and operational excellence.
• Partner with HR COEs (Recruiting, Compensation, ER/LR, Learning & Development, Colleague Experience, DEIB, etc.) to deliver coordinated and consistent HR solutions that meet the unique needs of the departments/service lines supported

Change Enablement & Process Integration

• Support the rollout of new HR programs, policies, and processes within assigned departments/service lines.
• Assist with communication, training, and adoption activities during organizational or departmental changes.
• Identify and share feedback on HR processes to improve efficiency and effectiveness.
• Represent assigned departments in cross-functional projects or HR initiatives as appropriate.

Program Facilitation & Projects

• Assist in facilitating HR, learning, or DEI-related programs in collaboration with HR Centers of Excellence.
• Contribute to special projects and initiatives focused on emerging workforce needs.
• Serve as a trusted advisor to leaders by providing insights, recommendations, and thought partnership on workforce strategies that advance operational, cultural, and organizational objectives.
• Guide leaders through the talent lifecycle—including workforce planning, hiring decisions, onboarding, compensation planning, development, succession planning, and engagement action planning—to build strong, future-ready teams
• Leverage HR data, people analytics, and trends to diagnose issues, surface insights, and drive evidence-based decision-making related to turnover, engagement, performance, and staffing needs.
• Anticipate people-related risks (e.g., retention, morale, capability gaps) and proactively offer solutions or interventions that support stability and operational excellence.
• Partner with HR COEs (Recruiting, Compensation, ER/LR, Learning & Development, Colleague Experience, DEIB, etc.) to deliver coordinated and consistent HR solutions that meet the unique needs of the departments/service lines…