Human Resources Business Partner

PACS Group, Inc. is a holding company investing in post-acute healthcare facilities, professionals, and ancillary services. Through its subsidiaries, PACS supports a large, distributed operating footprint across multiple states. PACS Services provides centralized business support—including Human Resources—to reduce administrative burden and enable facility leaders and care teams to focus on patient care, quality, and workforce stability.

JOB SUMMARY

The HR Business Partner (HRBP) serves as a business-aligned HR advisor, supporting facility leaders, regional leadership, and facility-level HR partners ("HR Locals") across a defined group of facilities.

This role exists to bring HR expertise, judgment, and practical guidance into environments where HR responsibilities are often carried by non-HR professionals. Many PACS facilities have individuals who perform HR duties as part of a broader role rather than as a career HR professional. The HRBP provides the depth of HR knowledge and experience needed to help these partners navigate HR systems, processes, policies, and people decisions confidently and consistently.

The HRBP partners closely with Facility Administrators to support effective people leadership and sound talent decisions at the facility level, and with the Regional Vice President (RVP) to provide insight, consistency, and early identification of patterns or risks across facilities.

This role does not have direct supervisory authority over facility staff or HR Locals. The HR Business Partner operates through influence, coaching, and credibility—building confidence and capability rather than exercising control. The role is not centered on transactional execution; its primary value lies in enabling others to manage people well, addressing talent challenges at their root, and preventing recurring issues.

KEY OUTCOMES

• HR Locals demonstrate increased confidence and consistency in navigating HR processes, systems, and employee relations judgment.

• Facility Administrators experience HR as a credible, practical partner who understands operational realities and helps reduce people-related risk.

• RVPs gain visibility into people-related trends, risks, and opportunities across facilities.

• Common people issues are addressed proactively, reducing repeated escalation and minimizing legal compliance risk.

• HRBPs demonstrate strong business acumen and consultative presence.

CORE RESPONSIBILITIES

Business Acumen & Field Presence:
Develop a strong working understanding of facility operations, staffing models, leadership dynamics, and regulatory considerations. Build credibility through regular presence in facilities and engagement with local and regional leaders. Ground HR guidance in operational reality rather than abstract HR theory.

HR Local Enablement & HR Expertise:

Serve as the primary source of HR expertise for facility‑level HR roles (“HR Locals”) who perform HR responsibilities as part of a broader role. Support HR Locals in navigating HR tools, systems, policies, and processes, and coach them on employee relations judgment, documentation quality, and appropriate escalation. Apply sound legal and regulatory judgment in day‑to‑day people decisions, helping reduce risk across a multi‑state environment. Build capability through advising, coaching, and shared tools rather than taking work away.

Facility Administrator Partnership:
Partner closely with Facility Administrators on hiring, performance management, corrective action, and employee relations. Coach leaders beyond the immediate issue to address root causes and reinforce accountability for effective people leadership.

Regional Support & Pattern Recognition:
Support the Regional Vice President by identifying trends, recurring issues, and emerging risks across facilities. Synthesize field observations and available data to surface insights early and reinforce consistency in people practices. Partner with HR leadership and Centers of Excellence to translate trends into practical guidance or preventive actions.

Partnership Within the HR Operating Model:
Partner closely with HR Operations, People Relations, Legal, and Centers of Excellence with clear role boundaries. Focus on advising, coaching, and contextual guidance rather than transactional execution or investigations. Share field feedback and improvement opportunities to inform HR tools, guidance, and support models.

Facility Transitions & Acquisitions Support:
Provide broad-based HR advice during facility transitions, acquisitions, or integrations, including onboarding employees and enabling local HR partners and leaders during periods of