HR - Human Resources Business Partner

Thundermist's Mission - To improve the health of our patients and communities by delivering exceptional health care, removing barriers to that care, and advancing healthy lifestyles.


Please note, effective September 1,2021, all Thundermist employees are required to have an initial dose of vaccine to prevent Covid-19. Effective October 1, 2021, all employees of RI licensed health care facilities must be fully vaccinated against Covid-19. Employees may be deemed exempt from this requirement based on documentation from their health care provider.


Job Title: Human Resources Business Partner (HRBP) Reports to: AVP of Employee Relations and Workforce Design
Department: Human Resources FLSA Status: Exempt
Job Grade: 10 Version Date: March 2025
Overview
We are seeking a dedicated HR professional to join our team as an HRBP (manager-level). In this role, you will be responsible for supporting HR operations and initiatives across three clinical sites within our nonprofit community health center. The ideal candidate will have a solid background in healthcare HR, strong leadership abilities, and a genuine passion for supporting our mission to deliver quality healthcare to underserved communities.
Qualifications:
Required Qualifications:
• 5-7 years of HR experience.
• Strong knowledge of federal and state employment laws, particularly those relevant to healthcare.
• Demonstrated experience in developing and implementing successful employee engagement initiatives.
• Knowledge of current trends and best practices in employee experience and workplace culture.
• Excellent interpersonal, communication, and presentation skills.
• Proficiency in HRIS and Microsoft Office Suite.
Preferred Qualifications:
• Healthcare industry experience is strongly preferred.
• Proven ability to manage HR operations across multiple sites.
• Passion for community health and serving underserved populations.
• Supervisory experience
Key Responsibilities:
HR Strategy & Employee Relations:
• Develop and implement HR strategies that support the health center's mission, vision, and values.
• Manage employee relations matters across the three clinical sites, ensuring fair and consistent application of policies and procedures.
• Conduct investigations and recommend appropriate actions for complex employee relations matters.
• Develop and implement programs to enhance employee engagement and retention.
Employee Experience & Engagement:
• Develop and implement strategies to enhance the overall employee experience.
• Design and conduct regular employee engagement surveys, analyze results, and develop action plans to address identified areas of improvement.
• Create and maintain employee recognition programs aligned with organizational values and goals.
• Ensure effective and transparent communication of HR initiatives and organizational changes.
• Organize and oversee employee events, town halls, and other activities to foster a positive workplace culture.
• Continuously gather employee feedback and use insights to drive improvements.
Talent & Performance Management:
• Support leadership in identifying and developing high-potential employees.
• Implement and oversee performance management processes.
• Coach managers on effective performance management techniques and ensure timely completion of performance evaluations.
• Provide guidance on performance improvement plans.
Reasonable Accommodations and Leave Management
• Manage the interactive process for employees requesting accommodation under the ADA, working closely with managers to ensure compliance and appropriate workplace adjustments.
• Oversee leave administration, including FMLA, state-specific leave laws, and internal leave policies, ensuring accurate tracking, communication, and compliance.
• Provide guidance to employees and managers on leave policies, processes, and return-to-work procedures.
• Coordinate with payroll and benefits teams to ensure seamless integration of leave-related benefits and pay adjustments.
Training & Development:
• Assess training needs across the three sites and coordinate appropriate learning and development programs.
• Support leadership development initiatives.
• Ensure compliance with required healthcare-related training and certifications.
Compliance & Risk Management:
• Ensure compliance with federal, state, and local employment laws and regulations.
• Stay informed about healthcare-specific HR regulations and implement necessary changes.
HR Metrics & Reporting:
• Maintain HR metrics and analytics to measure the effectiveness of HR initiatives.
• Prepare and present reports to senior leadership on key H