HR Business Partner

Children's Minnesota•MN and WI Remote, MN

5d•Hybrid

About The Position

The Human Resources department at Children's partners with the employees and the managerial staff to provide services such as recruitment and staffing, employee services (benefit, compensation, retirement, and payroll processing), labor relations, and organizational development. The HR Business Partner (HRBP) serves as a strategic workforce HRBP embedded within a business-aligned POD, partnering with executive, director, and manager-level leaders to drive enterprise workforce outcomes. This role operates at the intersection of business strategy, workforce intelligence, and organizational performance, translating enterprise priorities into actionable workforce strategies that improve access, quality, experience, and financial outcomes.

Requirements

Bachelor's degree in human resources management, healthcare administration, business or related fields required.
10+ years of progressive HR experience, including demonstrated success in strategic roles partnering with senior leaders in complex, matrixed organizations.
Knowledge of healthcare operations and workforce drivers impacting access, quality, and performance.
Knowledge of core HR disciplines.
Knowledge of workforce analytics, forecasting, and the application of AI in decision-making.

Nice To Haves

Experience supporting complex, matrixed healthcare or service organizations.
Experience using workforce analytics and/or AI-enabled tools.
Experience influencing senior leaders on workforce strategy.

Responsibilities

Serve as a strategic workforce HRBP embedded within a business-aligned POD.
Partner with executive, director, and manager-level leaders to drive enterprise workforce outcomes.
Operate at the intersection of business strategy, workforce intelligence, and organizational performance.
Translate enterprise priorities into actionable workforce strategies that improve access, quality, experience, and financial outcomes.
Translate business strategy into actionable workforce plans.
Influence leaders at all levels (Executive through Manager) without authority.
Analyze data and translate insights into clear, actionable business decisions.
Solve complex workforce challenges with scalable, sustainable solutions.
Lead change and drive adoption of new ways of working.
Operate as a strategic advisor focused on business outcomes.
Anticipate workforce risks and opportunities.
Integrate business needs, data, and HR expertise into clear recommendations.
Drive results through influence and alignment.
Leverage technology and AI to enhance decision-making.