HR Business Partner
Listed on 2026-01-12
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HR/Recruitment
Talent Manager, Employee Relations
Note:
The compensation range(s) in the table below represent the base salaries for all positions at a given grade across the health system. Typically, a new hire can expect a starting salary somewhere in the lower part of the range. Actual salaries may vary by position and will be determined based on the candidate's relevant experience. No employee will be paid below the minimum of the range.
Pay ranges are listed as hourly for non‑exempt employees and based on assumed full‑time commitment for exempt employees.
Minimum - Midpoint - Maximum
$87,859.00 - $ - $
Location280 Chestnut St Springfield MA
ScheduleThis position is hybrid with a minimum of 3 days in office required once off orientation. During orientation period you are required to be on site every day.
Acts as a business partner and consultant to the assigned division/entity, work with management to develop and support business strategies. As primary human resource professional for all staff and managers, insure the timely provision of a full range of human resources services. Consult with clients on human resource issues, resolving operating issues through established policies and procedures. Enlist HR content experts as needed to address unique needs and issues with policy or other implications.
Collaborates with other HR professionals across the health system to insure consistency of HR philosophy and standards. Keep Human Resources Sr. Leadership apprised of critical operating and climate issues to insure HR strategies are linked to the business objectives.
Provides guidance on organizational structure, workforce planning, and succession management. Support change management initiatives and ensure consistent communication across teams. Analyze HR metrics to inform strategic decisions and improve business outcomes and drive employee engagement and retention through data‑driven insights and proactive interventions.
Support HR programs that promote good employee relations and improve the quality of employee work life. Work with Division Management to identify and anticipate potential employee relations issues. Identify appropriate responses. Counsel managers in handling individual situations and employee disputes, the disciplinary action process and employee development plans. Meet with employees seeking information and mediation of issues between mangers and employees.
Investigate a variety of employee complaints, including sexual harassment, discrimination, and other concerns. This must be done making sure Division Management is kept informed with regard to the issues.
Link performance planning to the strategies of the business unit. Coordinate Performance Management administration for assigned business unit. Ensure consistency and equity in process, including reviewing appraisals for completion and quality, supporting documentation, signatures, and follow‑up on employee comments as appropriate. Identify business unit training and staff development needs. Enlist and coordinate specialist staff to ensure that training needs are met.
Provide guidance to managers and employees in completing changes to employee and position data, benefits and related information.
Train and coach managers in policy administration to insure equitable treatment of employees. Introduce new and changed policies. Assess situations against policy/guidelines and interpret their application, soliciting expertise of others as appropriate, and advise management on appropriate actions.
Provide information that assists managers and employees in understanding…
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