People Business Partner Lead

About TailorCare

TailorCare is transforming the experience of specialty care. Our comprehensive care program takes a profoundly personal, evidence-based approach to improving patient outcomes for joint, back, and muscle conditions. By carefully assessing patients' symptoms, health histories, preferences, and goals with predictive data and the latest evidence-based guidelines, we help patients choose and navigate the most effective treatment pathway for them every step of the way.

TailorCare values the experiences and perspectives of individuals from all backgrounds. We are a highly collaborative, curious, and determined team passionate about scaling a high-growth start-up to improve the lives of those in pain. TailorCare is a remote-first company with our corporate office located in Nashville. 

About the Role

The People Business Partner Lead serves as a strategic advisor to corporate leaders, partnering closely with managers to build high-performing teams and drive business results through people. This role provides consultative support across the employee lifecycle, including organizational design, workforce planning, performance management, employee relations, leadership coaching, talent strategy, and change management. 

Additionally, the PBP Lead will own a dedicated People Team function, driving the vision, execution, and continuous improvement of enterprise-wide People programs in partnership with the Director of People and Chief People Officer. This is an ideal opportunity for an experienced HR professional who wants to combine hands-on business partnership with functional ownership in a fast-growing, mission-driven healthcare company.

Primary Responsibilities

People Business Partnerships (Corporate)

• Serve as the primary PBP for corporate managers and leaders, building trusted, consultative relationships across assigned client groups while aligning people strategies with business objectives.
• Guide managers through performance management, including coaching, calibration, feedback, performance improvement planning, and talent development.
• Lead talent reviews, succession planning, and leadership development conversations for corporate teams.
• Coach leaders through organizational change, team effectiveness, leadership development, difficult employee situations, and talent decisions.
• Partner with leaders on organizational design, workforce planning, succession planning, and role and team structure to support business growth and evolving organizational needs.
• Lead complex employee relations matters including workplace investigations, corrective action, performance concerns, policy interpretation, and sensitive employment issues.
• Partner with managers to navigate leave of absence, workplace accommodations, return-to-work planning, and compliance with federal, state, and local employment laws.
• Lead the interactive process for ADA accommodations and advise leaders on reasonable accommodations while balancing employee experience, operational needs, and legal compliance.
• Partner with Legal and senior leadership on high-risk or sensitive employee matters, ensuring consistent, legally compliant, and business-aligned outcomes.
• Act as a culture and change champion, helping leaders successfully implement People initiatives including performance management, engagement strategies, career development, leadership competencies, and organizational change. 
• Mentor and provide thought partnership to other People Business Partners, helping elevate consultative practices and consistency across the People Team. 

Data, Technology, & Continuous Improvement

• Leverage workforce analytics, engagement data, performance trends, turnover metrics, and organizational health indicators to proactively identify risks, uncover opportunities, and influence strategic business decisions.
• Develop meaningful insights and recommendations using people data to improve organizational effectiveness and measure the impact of People initiatives.
• Champion the use of AI, automation, and People technology to improve operational efficiency, streamline workflows, and scale People programs.
• Continuously identify opportunities to simplify, automate, and improve People processes while enhancing the employee and manager experience.
• Stay current on emerging HR technology, AI capabilities, employment trends, and industry best practices to drive innovation within the People function.

Functional Ownership

• Own a dedicated People Team function area (to be determined based on organizational need and candidate expertise, e.g., Learning & Development, Compensation & Benefits, or People Analytics), serving as the subject matter expert and primary driver o