Senior HR Business Partner

Overview

The Senior Human Resources Business Partner (Sr HRBP) serves as a trusted advisor and strategic consultant to Director-level leaders across the health system. This seasoned HR professional plays a critical role in shaping and executing high-impact HR strategies that drive organizational performance, workforce engagement, and long-term talent sustainability.

Salary range: USD $34.34/hr to USD $53.23/hr.

• Serves as the primary HR partner to Director-level leaders, providing strategic guidance on workforce planning, talent development, and organizational effectiveness.
• Leads the design and execution of department-wide HR strategies that align with business goals and affiliate-specific priorities.
• Acts as a thought partner to Director-level leaders on organizational challenges, including change management, succession planning, and culture transformation.
• Develops and supports the implementation of comprehensive retention strategies tailored to the unique needs of departments or divisions.
• Analyzes turnover trends, engagement data, and workforce feedback to identify root causes and recommend targeted interventions.
• Partners with leaders to foster inclusive, high-performing team cultures.
• Leads strategic workforce planning efforts, including organizational redesign, role alignment, and talent optimization.
• Oversees the development of job descriptions, organizational charts, and staffing models for large teams or departments undergoing transformation.
• Guides leaders through restructuring processes with a focus on long-term sustainability and employee impact.
• Supports and executes HR initiatives such as leadership development programs, talent pipeline strategies, and cross-functional workforce projects.
• Collaborates with HR Centers of Excellence to ensure seamless integration of programs and policies across departments.
• Serves as a mentor and resource to Junior HR Business Partners, providing coaching and support on strategic HR practices.
• Contributes to the continuous improvement of HRBP team processes, tools, and capabilities.
• Leverages HR analytics and workforce data to inform strategic decisions and measure the impact of HR initiatives.
• Presents insights and recommendations to senior leadership in a clear, actionable format.
• Performs other related work as required or requested.

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or related field required. Master’s preferred.

• Professional human resources certification(s), i.e., PHR, SPHR, SHRM-CP, SHRM-SCP is preferred.

• 3-5 years of progressive experience in Human Resources or a related role, preferably in a healthcare or large organizational setting, with at least 2 years in a strategic HRBP or HR leadership role.
• Proven experience supporting Director-level or senior leaders in a complex, matrixed organization—healthcare experience strongly preferred.
• Demonstrated success in leading large-scale HR initiatives and organizational change efforts.
• Proficiency in HRIS systems, data analysis tools, and organizational design platforms.

• Strategic thinker with a systems mindset and a bias for action. Comfortable navigating ambiguity and influencing without authority.
• Exceptional communication, facilitation, and relationship-building skills.
• Passionate about developing people, teams, and inclusive workplace cultures.
• Collaborative, adaptable, and committed to continuous learning.
• Strong knowledge of HR best practices, employment law, and organizational development principles.
• Strong interpersonal and communication skills with the ability to build relationships at all levels of the organization.
• Analytical mindset with the ability to interpret data and translate insights into action.
• Team-oriented with a collaborative spirit and a customer-service mindset.
• Comfortable partnering with senior leaders, providing thought partnership and strategic HR guidance.
• High Emotional Intelligence (EQ):
  Skilled in understanding colleague/leader sentiment, fostering engagement, and adapting messaging accordingly.