Human Resources Business Partner

Human Resources Business Partner (HRBP) Position Summary Lemontree Healthcare is seeking a strategic, people-focused, and results-driven Human Resources Business Partner (HRBP) to support organizational growth, employee engagement, workforce effectiveness, and operational excellence. The HRBP will partner with leaders, managers, and employees to align human resources strategies with business objectives while fostering a positive, inclusive, and compliant workplace. This role will provide guidance on employee relations, performance management, talent development, workforce planning, organizational effectiveness, and HR policy implementation.

The ideal candidate brings strong HR business partnership experience, sound judgment, excellent communication skills, and an understanding of the unique workforce, regulatory, and operational needs of the healthcare industry.

Essential Duties and Responsibilities 1. Strategic HR Business Partnership Partner with leadership and department managers to develop and implement HR strategies aligned with organizational goals. Provide guidance on workforce planning, organizational design, employee retention, and staffing needs. Analyze HR metrics and trends to identify opportunities for improving employee performance, engagement, and retention. Support organizational change initiatives, departmental growth, and operational improvements.

2. Employee Relations and Engagement Serve as a trusted resource for employees and managers regarding workplace concerns, policies, and employment matters. Investigate employee complaints, workplace conflicts, and allegations of misconduct promptly, objectively, and confidentially. Coach managers on conflict resolution, corrective action, performance concerns, and appropriate documentation. Promote a respectful, inclusive, and collaborative work environment. Identify opportunities to improve employee morale, engagement, satisfaction, and retention.

3. Performance Management and Talent Development Support the implementation and administration of performance management programs. Coach leaders on setting performance expectations, delivering feedback, and addressing performance gaps. Identify employee development needs and collaborate with leadership on training, succession planning, and career development. Support leadership development and initiatives that strengthen management effectiveness. Monitor performance review completion and ensure consistent application of performance standards.

4. Recruitment, Retention, and Workforce Planning Partner with recruitment teams and hiring managers to identify staffing needs and workforce priorities. Support recruitment, onboarding, internal mobility, and retention initiatives. Identify workforce trends, turnover patterns, and staffing challenges and recommend appropriate solutions. Collaborate with operational leaders to support staffing stability and continuity of healthcare services. Promote effective onboarding practices that help employees understand organizational expectations, workplace policies, and their roles.

5. HR Compliance and Risk Management Ensure HR practices are consistent with applicable federal, state, and local employment laws and regulations. Support compliance with organizational policies, employment standards, and applicable healthcare workforce requirements. Maintain accurate employee documentation and support personnel file audits and HR reporting. Partner with HR leadership and other relevant departments on workplace investigations, employment-related risk, and corrective actions.

Support the consistent administration of policies related to attendance, leave, accommodations, discipline, and workplace conduct. Maintain strict confidentiality of employee records and sensitive employment information.
6. Healthcare Workforce Support Understand the workforce challenges associated with healthcare operations, including staffing demands, retention, employee well-being, and scheduling needs. Partner with clinical and nonclinical leaders to address workforce concerns while supporting quality patient care. Collaborate with appropriate departments to support required employee training, credential tracking, background screening, and other role-specific employment requirements. Reinforce organizational expectations for professionalism, accountability, patient privacy, and a safe workplace.

Support initiatives that promote employee wellness, reduce burnout, and improve workforce stability. 7. HR Operations…