Director, HR Business Partner – Medical Group

Curana Health, Inc.•Remote,

14d•$135,000

About The Position

The Director, HR Business Partner- Medical Group supports the growth and effectiveness of the Medical Group by delivering strategic HR partnership, workforce insight, and leadership guidance in a complex healthcare environment. This role partners closely with the Chief Medical Officer and Medical Group leadership team. We are seeking a senior HR leader with strong business acumen who can connect workforce strategy to operational and financial outcomes. You will serve as a trusted advisor to clinical and operational leaders, influencing complex workforce decisions. This role is ideal for a leader who thrives in evolving environments, translates strategy into action, and helps build and strengthen the HR partnership model as the organization grows. Who You Are: You are a strategic, business-minded HR leader who understands how to operate in complex, fast-moving healthcare environments. You bring direct experience partnering with physician leaders, Medical Group leaders, Advanced Practice Provider (APP) leadership, clinical operations leaders, and other senior healthcare executives. You understand the workforce dynamics of provider-based healthcare organizations and have advised leaders on workforce planning, organizational design, compensation, retention, leadership effectiveness, and people decisions that directly impact clinical and operational performance. You are a builder-operator who can navigate sensitive, time-sensitive people matters while also creating the structure, clarity, and partnership model needed for long-term success. You bring a systems-level perspective to workforce and organizational decisions and are comfortable working in an environment that is evolving, scaling, and continuing to mature. You are an HR leader who: Connects workforce strategy to operational, financial, and clinical business priorities Builds credibility with senior leaders through sound judgment, executive presence, and consistent follow-through Helps leaders think through tradeoffs, risks, and downstream impacts before making workforce decisions Moves seamlessly between strategic advising and hands-on execution to create clarity and drive momentum Brings structure to ambiguity and helps define how HR partnership supports growth and business outcomes You are energized by work at the intersection of: Healthcare delivery and people strategy Growth, change, and organizational maturity Clinical leadership and enterprise HR partnership

Requirements

Bachelor’s degree in Human Resources, Business, Healthcare Administration, or a related field required; MBA, MHA, or other relevant advanced degree preferred.
10+ years of progressive HR experience, including senior-level HR Business Partner leadership.
Direct experience supporting physician leaders, Medical Group leadership, APP leadership, clinical operations leaders, and/or other senior healthcare executives required.
Experience supporting a provider-based healthcare organization, Medical Group, physician practice, health system, or similarly complex clinical environment strongly preferred.
Demonstrated success in workforce planning, organizational design, compensation strategy, retention planning, and leadership coaching.
Strong business acumen with the ability to connect workforce decisions to operational, financial, and clinical outcomes.
Ability to operate with sound judgment, accountability, and executive presence.
Comfort balancing strategic thinking with hands-on problem solving.

Responsibilities

Establish and scale the HRBP partnership model while directly supporting complex, high-impact workforce and business decisions
Serve as the primary people advisor to Medical Group executives, physicians, APP leaders, and clinical operations leadership
Lead workforce strategy and planning, including capacity models aligned to growth, billing, and provider coverage needs
Partner with Total Rewards to help shape competitive, equitable, and sustainable compensation practices in areas without fully developed infrastructure
Evaluate and advise on workforce decisions by surfacing tradeoffs, cost implications, and downstream impacts (e.g., turnover, staffing models, contract structures)
Connect insights into hiring, turnover, contracts, and workforce trends to identify risks and inform business decisions
Guide organizational design and role clarity, advising leaders on structure, leveling, reporting relationships, and role scope as the Medical Group evolves
Provide executive-level coaching and advisory support on performance, team effectiveness, and decision-making
Surface workforce insights and risks by identifying trends across engagement, attrition, performance, and compliance
Influence senior leaders who may not have full visibility into workforce or financial implications, enabling more informed, data-driven decisions
Help leaders understand and effectively leverage strategic HR partnership to drive business outcomes
Help define partnership models and operating cadence, establishing how HR and Medical Group leadership collaborate on talent and workforce priorities
Work closely with HR Operations and Employee Relations to bring the right support and follow-through to this work. This role is focused on guidance, prioritization, and outcomes, while staying close enough to the day-to-day to drive meaningful impact.