HR Business Partner (Senior Director)

Unlock Health breaks down the walls that healthcare providers have lived with for decades. We connect the dots across managed care and marketing so that providers can realize their missions and patients can get the right care. We've brought together the top healthcare marketing organizations to make this vision a reality, with a team of experts in managed care, technology, and ROI design.

Title: HR Business Partner (Senior Director)
Direct Manager Title: Chief People Officer
Direct Reports: N/A

Location: We are prioritizing applicants local to Nashville, TN or Chicago, IL. This is a hybrid role, requiring an in-office presence; frequency is flexible.

The Role
The HR Business Partner (HRBP) is responsible for developing strong business influence and partnership rapport within designated lines of business in the pursuit of key people, talent, and culture outcomes across the organization.  Reporting directly to the Chief People Officer, this position plays a pivotal role in aligning HR strategies with company objectives and business needs. The HRBP will be instrumental in shaping the HR landscape by driving end-to-end client group support and driving innovative practices in talent management, employee experience/engagement, organizational development, employee relations, and leadership development.

This role requires a hands-on working leader who can balance an appreciation for both strategic vision and tactical execution. A candidate who understands world class people, talent, and culture programming and is skilled at building “fit-for-purpose” solutions in a company looking to scale functional capability in the short term will thrive in this position. By fostering a culture of collaboration and excellence with the HR team and the business, this position will accelerate the adoption and impact of critical people, talent, culture, and change management initiatives in order to maximize employee impact and drive business value for Unlock clients.

What You’ll Do

• Demonstrate Thought Leadership
  • Inspire, design, and implement innovative, value creating people that support the overall business plan and accelerate growth
  • Partner with designated client groups and teams to deliver expected financial results through the execution of enterprise people, talent, and culture initiatives
• Build Enterprise Leadership Capability & Competence
  • Embrace the role of “player coach” with client group leaders and managers to maximize their impact with teams
  • Adopt an end-to-end talent mindset in order to ensure Unlock maintains a contemporary “cutting edge” and can sustainably win over the long term as a result of our commitment to attracting, retaining, and developing the very best talent
• Foster a Culture of High Performance & Team Accountability
  • Design and administer performance review systems that drive high performance and align with organizational goals
• Drive Increased Levels of Employee Engagement & Commitment
  • Manage employee relations, fostering a positive employer-employee relationship and promoting a high level of employee morale and motivation
  • Conduct investigations and address employee grievances
• Deliver Flawless Tactical Execution & Support
  • Ensure all HR policies, procedures, and practices are in compliance with federal, state, and local regulations
  • Conduct investigations and address employee grievances – understand and appreciate the criticality of managing company risk as table stakes to establishing a strong and credible HR function

Ideal Qualifications

• Minimum of 10-15 years of progressive HR leadership experience and exposure to best-in-class HR processes, tools, and programs to support a scaling organization
• Industry experience in one or more of the following a plus:
  • Professional or business/consulting services
  • Health care or health systems
  • Technology, marketing services, or agency practice
  • Private equity
• Exceptional verbal and written communication skills
  • Ability to articulate ideas to both HR and non-HR audiences, including executive teams, with clarity and persuasion
• Proven track record of effectively leading an HR department through change management and organizational development
• Deep understanding of various HR disciplines, including workforce planning, employee relations, talent acquisition, compensation and benefits, HR analytics,