Director, HR Business Partner – Medical Group

Curana Health, Inc.•Remote,

22d

About The Position

At Curana Health, we’re on a mission to radically improve the health, happiness, and dignity of older adults—and we’re looking for passionate people to help us do it. As a national leader in value-based care, we offer senior living communities and skilled nursing facilities a wide range of solutions (including on-site primary care services, Accountable Care Organizations, and Medicare Advantage Special Needs Plans) proven to enhance health outcomes, streamline operations, and create new financial opportunities. Founded in 2021, we’ve grown quickly—now serving 200,000+ seniors in 1,500+ communities across 32 states. Our team includes more than 1,000 clinicians alongside care coordinators, analysts, operators, and professionals from all backgrounds, all working together to deliver high-quality, proactive solutions for senior living operators and those they care for. If you’re looking to make a meaningful impact on the senior healthcare landscape, you’re in the right place—and we look forward to working with you. For more information about our company, visit CuranaHealth.com. 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 reports to the VP of Talent Management & HR Business Partnership and 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 builder-operator who is comfortable navigating complex, time-sensitive people issues while also creating the structure needed for long-term success. You are a strategic, business-minded HR leader who: Brings a systems-level perspective to workforce and organizational decisions Operates effectively in environments that are evolving and experiencing rapid growth Builds credibility with leaders through sound judgment, executive presence, and consistent follow-through Moves seamlessly between strategic thinking and hands-on execution to create clarity and drive momentum 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, or a related field required
10+ years of progressive HR experience, including senior HR Business Partner leadership
Experience supporting clinical, provider, or regulated healthcare populations strongly preferred
Demonstrated success in: Workforce planning, Compensation strategy, Organizational design, Leader coaching and advisory work
Ability to operate with sound judgment, accountability, and executive presence
Comfort balancing strategic thinking with hands‑on problem solving

Nice To Haves

MBA or other relevant advanced degree preferred

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.