Director of HR Business Partner - Remote

AcuteCare Health System LLC•Oceanport, NJ

4h•Remote

About The Position

JOB SUMMARY: The Director, HR Business Partner (HRBP) serves as a strategic advisor and key liaison between HR and business leaders, driving initiatives that align HR strategies with organizational goals. This role is responsible for workforce planning, talent management, leadership development, employee relations, organizational effectiveness, and change management. As a trusted consultant to senior leadership, the Director, HRBP provides insights, guidance, and data-driven solutions to enhance employee engagement, retention, performance, and business outcomes. The ideal candidate will have deep expertise in HR best practices, employment laws, DEI initiatives, and industry trends, ensuring compliance while fostering a culture of growth, innovation, and collaboration.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field (required).
Professional HR certification such as SHRM-CP, SHRM-SCP, PHR, or SPHR (Required).
Minimum of 7–10 years of progressive HR experience, with at least 3–5 years in a leadership or management role.
Proven experience in talent acquisition, employee relations, performance management, and organizational development.
Strong knowledge of federal, state, and local employment laws and compliance requirements.
Experience in designing and implementing HR strategies, policies, and programs that align with organizational goals and values.
Familiarity with HRIS systems, workforce analytics, and metrics-driven decision-making.

Nice To Haves

Master’s degree in Human Resources, Business Administration (MBA), or a related discipline (preferred).
Experience in healthcare, senior care, or a similar regulated industry is strongly preferred.

Responsibilities

Act as a trusted advisor to senior leadership, aligning HR strategies with business objectives and influencing decisions on talent management, leadership, and organizational effectiveness.
Lead succession planning, leadership selection, assessment, and development to build a strong leadership pipeline.
Embed a performance-driven culture, providing coaching and training to improve productivity, morale, and retention.
Drive change management initiatives, ensuring smooth transitions and fostering an environment of open communication and collaboration.
Monitor and ensure compliance with employment laws, labor regulations, and HR best practices to mitigate legal risks. Conduct audits and ensure compliance with company policies and regulatory standards.
Manage employee relations cases, investigations, and conflict resolution, advising leadership on disciplinary actions and performance issues.
Utilize HR data and workforce analytics to assess trends, provide insights, and support decision-making.
Oversee HR systems and technology, ensuring accurate data management and reporting while optimizing HR processes for efficiency.
Oversee recruiting and selection processes, ensuring an emphasis on attracting, hiring, and retaining highly qualified employees.
Develop and implement leadership training and DEI initiatives, fostering an inclusive and high performing workplace.
Partner with Finance, Legal, and other departments to align HR initiatives with company goals. Represent HR in executive meetings, advocating for initiatives that support business and people strategies.
Oversee pre-hire onboarding and offboarding processes, ensuring seamless execution and compliance.
Ensure timely and compliant processing of EEO, Unemployment, Wage & Hour, Leave, Workers' Compensation, OSHA, and ADA requests.
Regularly assess and enhance HR policies, processes, and programs to improve the employee experience and organizational effectiveness.