Human Resources Business Partner

By joining our team, you’ll be part of our life-changing Mission and Vision. You’ll work in a truly inclusive environment where diversity and equity are championed through words and actions. You’ll contribute to an innovative culture that is second to none, one that embraces curiosity, discovery and compassion. You’ll play a role in something that’s never been done before as we integrate science and clinical care to help patients achieve better, faster outcomes — as we Advance Human Ability, together.

Job Description Summary

The Human Resources Business Partner (“HRBP”) serves as a strategic consultant and trusted advisor to assigned healthcare discipline groups, aligning HR strategies with organizational goals. The HRBP partners with leaders to develop and implement talent strategies that drive business results and foster a culture of engagement, inclusion, and accountability.

This role is both strategic and hands-on, requiring strong capabilities in relationship management, data-informed decision-making, employee relations, and change leadership. The HRBP is responsible for advising leaders on organizational effectiveness, talent retention, performance management, workforce planning, and employee engagement while ensuring alignment with Shirley Ryan AbilityLab’s mission, values, and system-wide HR practices.

The HRBP will consistently demonstrate support of the SRALab Vision, Mission and Core Values by striving for excellence, contributing to team efforts and showing respect and compassion for patients and their families, fellow employees, and all others with whom there is contact at or in the interest of the institute.

The HRBP will demonstrate SRAlab Core Attributes: Communication, Accountability, Flexibility/Adaptability, Judgment/Problem Solving, Customer Service and SRALab.

Job Description

Principal Responsibilities

• Serve as a strategic partner to leadership teams within assigned client groups, participating in business planning and aligning HR strategies with business goals.

• Collaborate with leaders on organizational design, workforce planning, and optimization of team structures and workflows.

• Deliver expert consultation and guidance on employee relations, conflict resolution, performance improvement, and corrective action, ensuring compliance with SRAlab policies and employment law.

• Lead HR initiatives within assigned groups, including annual processes such as performance reviews, compensation cycles, talent reviews, benefits enrollment, and employee engagement surveys.

• Conduct onboarding interviews and gather feedback from new hires to support retention strategies and early engagement.

• Coach leaders to drive performance, foster inclusive teams, navigate change, and cultivate positive employee experiences.

• Analyze trends in employee engagement, turnover, and talent metrics; develop and implement targeted action plans based on data and insights.

• Partner with Legal, Security, and other stakeholders to lead or support investigations into serious workplace issues, such as harassment, policy violations, or misconduct.

• Champion a culture of recognition, collaboration, psychological safety, and belonging across assigned departments.

• Actively partner with leaders and HR colleagues to implement inclusive practices and support DEIB goals across all people processes.

• Serve as project lead or team contributor on cross-functional HR projects and initiatives.

• Leverage HRIS and other people data systems to extract insights and drive continuous improvement.

• Contribute to the development and refinement of HR policies and procedures in collaboration with the broader HR team.

• Support succession planning efforts and talent pipeline development across client groups.

• Perform all other duties that may be assigned in the best interest of SRAlab.

Reporting Relationships

• Reports to the Chief People Officer.

• Collaborates with the HR leadership team to meet annual objectives and advance five-year strategic priorities.

• Provides strategic counsel to executive and senior leadership across assigned departments.

Knowledge, Skills & Abilities Required

Required Qualifications:

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or related field.

• Minimum 7 years of progressive HR experience in a consultative or business partner role.

• Proven success in coaching, influencing, and developing leaders across all levels of the organizat