HR Business Partner

Phoebe Putney Health System•Sumter, SC

25d

About The Position

The HR Business Partner oversees and manages HR processes and programs for designated facilities and service lines within the Phoebe Putney Health System. Serving as the primary HR contact, the role provides support on human resources practices, approaches, and legal requirements. The position manages employee relations matters, including counseling and coaching staff and management, handling EEOC charges, unemployment hearings and legal matters, investigating employee complaints, conducting exit interviews, analyzing turnover, and providing training. It also advises on business unit restructuring, workforce and succession planning, and supports change initiatives intended to foster clinical growth and improve the employee experience. The HR Business Partner advises leaders on employee management, performance, policy application, compliance, and organizational objectives. The role partners with HR leadership, Legal, Compliance, and Organizational Development; uses HR data and survey trends to guide solutions; and supports organizational transitions while maintaining employee morale.

Requirements

Bachelor's degree in Human Resources, Business Administration, or a related field.
At least 3 years of experience in Human Resources.
Ability to influence senior leaders and build trust across diverse clinical and non-clinical teams.

Nice To Haves

Master's degree in Human Resources, Business Administration, or a related field.
Professional in Human Resources (PHR) certification.

Responsibilities

Provide HR guidance and consultation to management to support effective employee management and organizational objectives.
Analyze HR trends and metrics with HR leadership and/or the HR Business Partner team, including reviewing lifecycle and engagement surveys, to develop solutions, programs, and policies.
Maintain knowledge of employment laws and regulations, support daily employee management, minimize legal risk, and ensure organizational compliance; partner with Legal and Compliance as needed.
Partner with leaders and employees to strengthen workplace relationships, enhance morale, and drive productivity and retention.
Partner with leadership on performance management and leadership coaching.
Advise leaders and employees on the intent and application of HR policies, compliance requirements, and best practices to support consistent, fair, legally compliant implementation.
Manage complex employee relations issues; conduct thorough and objective investigations; handle grievances; advise on disciplinary actions; and respond to inquiries from internal departments and state and federal agencies.
Use HR metrics and trends to inform decisions about retention, turnover, and staffing.
Lead change initiatives and organizational transitions, including facility restructures and new technology rollouts, while maintaining employee morale.
Collaborate with Organizational Development to develop and deliver training on conflict resolution, critical conversations, civility, harassment, and effective communication.
Ensure compliance with federal, state, and local healthcare regulations, labor laws, and Joint Commission standards.
Handle employee relations activities including counseling and coaching, EEOC charges, unemployment hearings, legal matters, employee complaint investigations, exit interviews, turnover analysis, and training.
Provide guidance on business unit restructuring, workforce planning, and succession planning.