HR Business Partner

TVG-Medulla, LLC•Oak Brook, IL

11d•$90,000 - $95,000

About The Position

The HR Business Partner applies HR principles, practices, and tools to support business strategy, foster a positive work environment, and deliver value-based support across the organization. The role combines strategic partnership with hands-on HR execution in a complex, multi-site healthcare management organization. The HR Business Partner advises clinical and corporate leaders, addresses employee relations and performance matters, identifies workforce trends, supports organizational initiatives, and helps ensure consistent and compliant HR practices. The position works across corporate headquarters and clinical operations in multiple states, partnering with operational leaders and teams including Operations, Payroll, Benefits, Legal, and Finance. It supports employee relations investigations, performance management, HR operations and compliance, benefits education and open enrollment, workforce analytics, employee engagement, and HR programs. The role also responds to employee service requests, monitors relevant employment law changes and employer reputation, and takes on additional projects as the HR function evolves. Team members are expected to support compliance with company policies and Standards of Excellence, protect privacy and organizational assets, act ethically, report non-compliance, and follow applicable laws, regulations, and procedures. Other related duties and project work may be assigned. A DMV or equivalent agency background check may be required.

Requirements

Bachelor’s degree in human resources, health systems management, business administration, or a related field.
At least 5 years of progressive Human Resources experience, including meaningful employee relations experience and experience advising managers or business leaders.
At least 3 years of people management experience.
Demonstrated experience managing complex employee relations and performance matters.
Working knowledge of federal employment laws and experience navigating state and local employment requirements.
Experience supporting employee benefits and open enrollment.
Strong analytical skills and ability to interpret HR metrics and identify workforce trends.
Excellent judgment and discretion, including the ability to handle confidential and sensitive matters.
Strong interpersonal and communication skills and ability to establish credibility with employees and leaders at all levels.
Ability to balance strategic priorities with hands-on execution in a fast-moving environment.
Strong organization and follow-through, including ability to manage competing priorities across multiple locations.

Nice To Haves

HR Business Partner, Senior HR Generalist, or comparable experience.
Experience supporting multi-site or geographically dispersed employee populations.
Healthcare experience.
HRIS and HR ticketing system experience.
SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
Working knowledge of Paychex or Paychex Flex.

Responsibilities

Advise clinical and corporate leaders on employee relations, performance management, workforce planning, retention, engagement, and organizational effectiveness.
Build partnerships with operational leaders to understand business priorities and develop practical people-related solutions.
Coach managers on leadership practices, employee communication, performance expectations, documentation, corrective action, and conflict resolution.
Partner with Operations, Payroll, Benefits, Legal, Finance, and other teams to support a consistent employee experience.
Identify opportunities to improve HR processes, manager effectiveness, employee engagement, and retention.
Manage employee relations and performance matters across corporate headquarters and clinical operations in multiple states.
Conduct objective employee relations investigations and recommend actions based on findings, company practices, and applicable employment laws.
Guide leaders through performance improvement plans, corrective action, workplace concerns, conflict resolution, and sensitive employee matters.
Conduct stay and exit interviews, identify recurring themes, and recommend retention and employee-experience improvements.
Promote consistent and equitable application of HR policies and practices across locations.
Maintain accurate and compliant employee records and support employee lifecycle transactions, including transfers, promotions, compensation changes, and other position changes.
Support timely Form I-9 completion, audits, and employment eligibility compliance.
Answer employee benefit questions and support annual open enrollment, employee education, and benefits communications.
Respond professionally and accurately to employee questions and HR service requests through the HR ticketing system.
Process employment verification requests and support other HR administrative requirements.
Monitor federal, state, and local employment law changes and partner with HR leadership to maintain compliant practices across jurisdictions.
Assist with HR vendor administration, invoice processing, and related operational responsibilities.
Partner with the HR Analyst, COO, CHRO, and VP of People and Culture to monitor and analyze workforce metrics, including turnover, retention, compensation, time to hire, and headcount.
Translate HR data into insights and recommendations for HR and operational leadership.
Develop and coordinate employee engagement initiatives and events.
Support development, communication, and adoption of HR programs and initiatives across corporate and clinical teams.
Monitor employer reputation and relevant social media activity and draft professional responses when appropriate.
Take on additional projects and responsibilities as the organization and HR function evolve.
Support compliance with company policies and Standards of Excellence, protect confidential information and organizational assets, act ethically, report non-compliance, and follow applicable laws and procedures.
Perform other related duties and assist with project completion as needed.