HR Business Partner

The Human Resources Business Partner (HRBP) serves as a strategic advisor and trusted partner to leaders across Meritus Health. The HRBP collaborates with operational, clinical, and academic leaders to develop and implement people strategies that support organizational goals, enhance workforce engagement, strengthen leadership effectiveness, and foster a high-performing culture. 

This role provides consultative support across the employee lifecycle, including workforce planning, employee relations, talent management, leadership coaching, performance management, organizational effectiveness, succession planning, change management, and retention strategies. The HRBP partners with leaders across acute care, ambulatory services, physician practices, behavioral health, medical education, and corporate departments to ensure alignment with organizational priorities and workforce needs. 

Essential Duties and Responsibilities 

Strategic Partnership 

• Serve as a strategic HR consultant to assigned business units and leadership teams.  

• Align workforce strategies with organizational objectives, operational priorities, and growth initiatives.  

• Partner with leaders to assess workforce trends, staffing challenges, retention risks, and succession needs.  

• Facilitate organizational design and workforce planning discussions to support changing business needs.  

• Support leaders during organizational changes, restructures, mergers, acquisitions, and service line expansions.  

Employee Relations and Leadership Support 

• Provide guidance and coaching to leaders on employee relations matters, performance concerns, conflict resolution, workplace investigations, and corrective actions.  

• Conduct or support investigations involving policy violations, employee complaints, harassment, discrimination, and workplace conduct concerns.  

• Ensure consistent application of policies, procedures, and employment practices.  

• Partner with leaders to foster a respectful, inclusive, and engaged workplace culture.  

• Mitigate organizational risk through proactive consultation and compliance with employment laws and regulations.  

Talent Management and Workforce Development 

• Partner with Talent Acquisition to address workforce shortages and develop recruiting strategies for clinical, non-clinical, physician, and academic roles.  

• Support succession planning and leadership development initiatives.  

• Identify talent gaps and collaborate on workforce development solutions.  

• Facilitate talent reviews and support implementation of individual development plans.  

• Assist leaders in identifying high-potential talent and developing future leaders.  

Performance and Engagement 

• Guide leaders through performance management processes, including goal setting, coaching, evaluations, and performance improvement planning.  

• Analyze engagement survey results and partner with leaders to develop action plans.  

• Support initiatives designed to improve retention, employee satisfaction, and organizational culture.  

• Monitor turnover, vacancy, and workforce metrics and recommend solutions to address trends.  

Change Management and Organizational Effectiveness 

• Partner with leaders to implement change management strategies that support organizational transformation.  

• Facilitate communication and employee engagement efforts du