Senior Human Resources Business Partner

Senior Human Resources Business Partner

Insource Services is conducting a confidential search on behalf of a mission-driven community healthcare organization in Rhode Island. Our client is hiring a Senior Human Resources Business Partner to serve as a strategic and hands-on generalist supporting people leaders and employees across multiple locations.

This role partners closely with site executive leadership, department heads, and clinical and administrative managers on workforce strategy, employee relations, performance management, compensation and benefits guidance, workforce planning, and organizational effectiveness. A distinguishing focus is ongoing relationship management of medical providers throughout the employee lifecycle - from post-offer through credentialing, onboarding, and long-term retention - in close partnership with Talent Acquisition.

The Senior HRBP operates with a high degree of autonomy, judgment, and confidentiality and is expected to be a trusted advisor to leaders across the full range of HR matters affecting a healthcare workforce serving diverse and underserved communities.

• Serve as trusted HR advisor to site executive leadership, department leaders, and people managers across assigned client groups and locations
• Translate business priorities into HR strategies and action plans; provide HR representation in leadership meetings
• Coach leaders on people management, team effectiveness, feedback, and organizational design
• Partner with senior HR leadership on enterprise HR initiatives, policy development, and cross-functional projects

• Manage employee relations investigations end-to-end, including intake, interviews, documentation, findings, and recommended actions
• Guide managers through coaching conversations, performance improvement plans, corrective action, and termination decisions in partnership with HR leadership
• Interpret and consistently apply HR policies across sites and departments
• Ensure HR practices comply with applicable federal, state, and local employment laws
• Escalate high-risk matters to senior HR leadership and legal counsel as appropriate, with thorough documentation throughout

• Coach managers on effective performance conversations, goal setting, feedback delivery, and structured performance reviews
• Support the annual performance management cycle, including calibration discussions and rating consistency across sites
• Partner with leaders on career development, succession planning, and internal mobility for high performers
• Support employee engagement initiatives, pulse surveys, and action planning based on results
• Contribute to learning and development priorities in partnership with HR leadership

• Partner with compensation and benefits colleagues on new hire offer analyses, promotions, market adjustments, and pay equity reviews
• Guide managers and employees on compensation, benefits, leave, and total rewards questions; escalate complex matters as appropriate
• Support the annual compensation review cycle, including manager coaching, communication, and delivery
• Support benefits open enrollment, new hire benefits guidance, and life-event escalations
• Partner on FLSA classification reviews and job evaluation for new and evolving roles

• Serve as a primary HR relationship partner for medical providers throughout the employee lifecycle, from post-offer acceptance through long-term retention
• Partner closely with Talent Acquisition to maintain candidate engagement during extended pre-onboarding periods (credentialing, licensure, payer enrollment) so signed providers remain warm and connected to the organization
• Support provider onboarding, orientation, and integration in partnership with hiring leaders, Credentialing, and Medical Staff Services
• Serve as an accessible, confidential HR point of contact for providers on employee relations, benefits, compensation, leave, and general HR concerns
• Partner with Talent Acquisition, Finance, and clinical leadership on provider engagement, satisfaction, and turnover analysis; contribute to retention strategies for physicians, advanced practice providers, and nurses

• Support workforce planning discussions with assigned leaders, including headcount, turnover analysis, org design, and role changes
• Partner with Talent Acquisition on hiring plans, hiring manager coaching, and offer development
• Support reorganizations, role changes, position eliminations, and reductions in force in partnership with HR leadership and legal counsel
• Provide HR support and site visibility across multiple locations; travel between sites as needed
• Partner with Payroll, Finance, Marketing, IT, and Facilities on cross-functional employee lifecycle events

• Ensure HR practices comply with EEO, FLSA, ADA, FMLA, Rhode Island TDI/TCI, Paid Sick Leave, and other applicable…