HR Business Partner, Senior

Acentra Health, LLC•UNAVAILABLE, UNAVAILABLE

17h

About The Position

Acentra Health is seeking a Senior HR Business Partner to serve as a strategic human resources partner to designated business units. The role translates business priorities into people strategies that support organizational effectiveness, leadership capability, employee experience, and business results. It provides guidance to leaders on workforce planning, organizational design, talent, change and transformation, employee relations, and other people matters, partnering across Human Resources to deliver effective solutions. The position uses workforce data, analytics, and business context to identify trends, assess risks, and recommend actions. It supports organizational transitions—including mergers, acquisitions, integrations, and reorganizations—and works across geographies, time zones, cultures, and distributed delivery teams. The role also advises and coaches leaders, supports employee relations and investigations, and helps ensure policies and practices meet business and compliance needs.

Requirements

Bachelor's degree from an accredited university; equivalent relevant experience may be considered. For non-clinical roles where a Bachelor's degree may be required, the company accepts six years of directly relevant professional experience in lieu of the degree, or three years with an Associate's degree.
At least 5 years of progressive Human Resources experience, including experience as an HR Business Partner or in a comparable HR role.
Demonstrated experience advising leaders and supporting organizational design, workforce planning, change or transformation, and/or mergers and acquisitions integration.
Experience working in a global delivery model and collaborating across geographies, time zones, cultures, and distributed delivery teams.
Business acumen and ability to connect people strategies to business goals, operational performance, and organizational needs.
Experience in a global or geographically dispersed organization and ability to partner effectively in a matrix environment.
Ability to build trusted relationships and influence leaders, People Leaders, peers, and employees at all levels.
Working knowledge of organizational design, workforce planning, change management, facilitation, and project coordination.
Experience supporting organizational transformation, mergers, acquisitions, integrations, reorganizations, or other complex change initiatives.
Ability to navigate cultural differences, local practices, and communication needs when working with global or geographically distributed teams.
Strong employee relations, investigation, coaching, conflict resolution, and employment law knowledge.
Strong analytical and problem-solving skills, including the ability to interpret HR data and communicate practical recommendations.
Excellent written, verbal, and presentation skills, including the ability to communicate complex or sensitive information clearly and appropriately.
Ability to manage multiple priorities, work independently, and exercise sound judgment in a fast-paced, changing environment.
Professionalism, integrity, confidentiality, and discretion when handling sensitive matters.
Intermediate to advanced proficiency in Microsoft Office applications, including Word, Excel, and PowerPoint, and Adobe Acrobat Pro.

Responsibilities

Serve as a strategic HR partner to assigned leaders and People Leaders, providing practical guidance on workforce and employee matters.
Support the development and execution of HR strategies aligned with business objectives, operating plans, financial priorities, culture, and values.
Use workforce data, analytics, and business context to identify trends, assess risks, and recommend actions concerning workforce planning, talent, engagement, retention, and productivity.
Partner with leaders and HR Centers of Excellence on organizational design, structure, role clarity, job architecture, and workforce planning.
Support business-unit transformation and change initiatives by assessing people impacts, coordinating change activities, and helping leaders communicate and sustain change.
Support HR activities for mergers, acquisitions, integrations, and other organizational transitions, including workforce assessment, integration planning, communications, and culture alignment.
Advise and coach leaders on talent management, succession planning, leadership development, performance management, and employee development.
Coach People Leaders on performance, conduct, and behavioral concerns, promoting fair, consistent, and timely resolution of employee relations matters.
Conduct or support investigations involving harassment, discrimination, retaliation, misconduct, policy violations, and other employee concerns; escalate high-risk matters and partner with Legal when appropriate.
Interpret and apply company policies and employment laws, and recommend policy, practice, and process updates based on business needs, risk, and compliance requirements.
Partner with Compensation, Talent Acquisition, Learning and Development, HR Operations, and other HR teams to deliver coordinated business solutions.
Support compensation planning, pay decisions, workforce budgets, recognition, and retention strategies using market and internal data.
Support employee listening, engagement planning, leadership discussions, and action planning to strengthen connection, accountability, and organizational health.
Participate in or lead cross-functional projects to improve HR processes, manager capability, and the employee experience.
Partner with leaders and HR teams across geographies and time zones to support a consistent employee experience and effective execution in a global delivery model.
Maintain accurate, confidential documentation and use discretion when handling sensitive employee, business, and organizational information.