Director, HR Business Partner

Nuvem

2d•$150,000 - $175,000•Remote

About The Position

The Director, Human Resources Business Partner (HRBP) serves as a strategic HR partner with a primary focus on supporting NuvemRx’s pharmacy field organization. This role partners closely with leaders to develop and execute people strategies that drive business performance, strengthen leadership capability, and foster an engaged, high-performing culture. In addition, the Director will lead the company’s HR Operations function and partner closely with Talent Acquisition and Learning & Development to ensure the effective execution of HR strategies, programs, and initiatives across the organization.

Requirements

8+ years of progressive Human Resources experience, including significant HR Business Partner experience supporting multi-site operations and a substantial hourly/frontline workforce.
Demonstrated expertise coaching leaders through complex employee relations, performance management, investigations, organizational change, and employment decisions.
Experience leading HR teams and providing strategic oversight of company-wide people programs and operations.
Strong business acumen with the ability to translate operational priorities into practical people strategies.
Strong communication, coaching, and stakeholder management skills with the ability to build credibility and influence at all levels.
Sound judgment and knowledge of employment laws and HR best practices within a geographically dispersed, multi-state workforce.
Ability to balance multiple priorities and operate effectively in a fast-paced, evolving environment.
Ability and willingness to travel up to approximately 25% of the time for employee and pharmacy site visits, internal meetings, and other business needs.

Nice To Haves

Experience supporting pharmacists, pharmacy technicians, retail healthcare employees, or similarly complex frontline populations
Experience with HRIS and talent management platforms and using HR data to inform decisions.
Experience helping HR programs, processes, and infrastructure mature and scale within a growing organization.
Bachelor's degree in Human Resources, Business Administration, or a related field; SHRM-SCP, SPHR, or similar certification preferred.

Responsibilities

Serve as the primary HR advisor to Operations leaders across a geographically dispersed pharmacy organization.
Coach leaders through complex employee matters, including performance management, difficult conversations, investigations, corrective action, leaves and accommodations, and terminations.
Lead workplace investigations and partner with Legal on complex employment matters, balancing employee experience, operational needs, and legal compliance.
Identify employee relations trends and proactively address opportunities to improve leadership effectiveness and reduce organizational risk.
Equip managers with the tools, guidance, and confidence to address employee issues early, consistently, and effectively.
Ensure consistent application of company policies and employment practices while fostering a culture of accountability, respect, and timely feedback.
Drive the end-to-end pharmacy employee experience, partnering across HR and Pharmacy Operations to strengthen the employer brand, support workforce and hiring needs, and attract, engage, develop, and retain pharmacy talent.
Lead and develop the HR Operations team, providing clear priorities, coaching, and accountability while empowering the team to own day-to-day execution.
Partner with the HR function leader to develop and drive HR Operations strategy and translate broader people priorities into scalable programs and solutions.
Provide strategic oversight of key HR programs, including performance management, benefits, HR systems, employee lifecycle processes, and major annual HR cycles.
Evaluate HR programs, processes, and systems to identify opportunities to simplify, automate, and improve the employee and manager experience.
Partner across HR, Finance, Payroll, Legal, and business leadership to ensure HR programs effectively support organizational needs.
Use HR data, employee feedback, and operational trends to identify opportunities, measure effectiveness, and inform improvements.
Build capability and ownership within the HR Operations team to support a growing, geographically dispersed workforce.