Human Resources Business Partner

 

Human Resources Business Partner – Senior Living (Regional Role)

 

The Human Resources Business Partner (HRBP) plays a critical role in supporting American House communities by facilitating and delivering strategic HR and operational initiatives across the assigned region. This position partners closely with Executive Directors, Regional Operational teams, and the corporate HR team to drive results that directly impact occupancy, resident satisfaction, and team engagement.The HRBP ensures consistent implementation of policies, practices, and programs while brokering resources across HR Centers of Expertise (Recruiting, Compensation & Benefits, HRIS, and Learning & Development). The role blends hands-on field support with strategic consultation—ensuring that our people strategy.

The HRBP uses data and insight to anticipate workforce needs, address challenges, and lead change projects that strengthen culture, retention, and performance across multiple communities.

 

Key Responsibilities:

 

Recruitment & Workforce Planning

• Partner with Executive Directors and the Talent Acquisition team to anticipate and address staffing needs across communities.
• Co-create job descriptions and candidate profiles that align with operational goals and care expectations.
• Participate in interviews for key leadership and clinical roles to ensure cultural and mission alignment.
• Collaborate with recruiting on creative sourcing strategies (job fairs, campus partnerships, CNA training programs, local workforce agencies).
• Ensure headcount and budget approvals are in place and offers align with compensation guidelines.
• Support onboarding and early retention strategies for new community leaders.
• Develop and maintain succession deck with short list of ready now talent

 Onboarding & Integration

• Partner with community leadership to ensure new hires experience a welcoming, well-structured orientation.
• Facilitate 30-60-90-day check-ins and early engagement reviews to ensure successful assimilation.
• Provide HR and systems training as needed to leaders and department heads.
• Compensation & Retention
• Conduct wage analysis and benchmarking and collaborate with operations and FP&A
• Maintain competitive pay practices in alignment with market data and regional trends.
• Identify and address pay compression or equity concerns to improve retention.
• Advise leaders on recognition and incentive programs that drive performance and team morale.

 Performance Management & Leadership Coaching

• Support leaders in developing SMART goals tied to community and regional objectives (occupancy, quality, financial performance).
• Facilitate mid-year and annual performance reviews and calibration discussions.
• Coach leaders on documentation, feedback, and employee development practices.
• Create and monitor performance improvement plans and ensure fair, consistent outcomes.

 Employee Engagement & Culture

• Champion a culture of respect, integrity, teamwork, and excellence aligned with the American House core values and standards of conduct.
• Encourage participation in engagement surveys and guide leaders in interpreting and acting on results.
• Partner with community leadership to implement action plans that improve morale, recognition, and communication.
• Lead or co-lead change management and culture-building initiatives that enhance the employee and resident experience.

 Employee Relations & Compliance

• Serve as the primary HR contact for employee relations issues within the region.
• Conduct timely, thorough, and fair investigations, ensuring compliance with company policy and Florida employment law.
• Provide coaching and guidance to leaders to resolve issues at the lowest level possible.
• Ensure proper documentation, progressive discipline, and termination procedures are followed with integrity.
• Support adherence to all regulatory and licensing requirements impacting employment practices in senior living.

 HR Systems, Analytics & Reporting

• Maintain working knowledge of Dayforce (or HRIS) functionality and reporting tools.
• Run routine and ad-hoc reports to monitor turnover, overtime, training compliance, and other key metrics.
• Use data analysis to identify trends, risks, and opportunities for workforce improvement.
• Train community leaders on HRIS usage and support process compliance.
• Project & Change Management
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