HR Business Partner

Phoebe Putney Health System•Sumter, SC

About The Position

The HR Business Partner oversees and manages human resources processes and programs for designated facilities and service lines within the Phoebe Putney Health System. Serving as the primary HR contact, this position provides comprehensive guidance on HR practices, innovative approaches, and legal requirements. It manages employee relations matters, including counseling and coaching staff and managers, handling EEOC charges and unemployment hearings, addressing legal matters, investigating employee complaints, conducting exit interviews, analyzing turnover, and providing training. The role also advises on business-unit restructuring, workforce and succession planning, and supports clinical growth and a positive employee experience as a change agent. The position partners with leaders and employees on employee management, performance, leadership development, workplace relationships, morale, productivity, and retention. It uses HR data and trends to inform decisions and develop solutions, programs, and policies. The HR Business Partner ensures consistent and legally compliant application of HR policies and employment requirements, manages complex investigations and grievances, and collaborates with Legal, Compliance, and Organizational Development as needed. It also leads organizational change initiatives and supports compliance with healthcare regulations and Joint Commission standards.

Requirements

Bachelor's degree in Human Resources, Business Administration, or a related field.
At least 3 years of experience in Human Resources.
Strong 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 in support of effective employee management and organizational objectives.
Analyze HR trends and metrics with HR leadership or the HR Business Partner team, including system survey data, to develop solutions, programs, and policies.
Maintain knowledge of employment laws and regulations, minimize legal risk, and support organizational compliance; partner with Legal and Compliance as needed.
Partner with leaders and employees to strengthen workplace relationships, enhance morale, and improve productivity and retention.
Support performance management and coach leaders.
Advise on the interpretation and application of HR policies to promote consistent, fair, and legally compliant implementation.
Manage complex employee relations matters, 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 processes, including counseling and coaching, EEOC charges, unemployment hearings, legal matters, employee complaint investigations, exit interviews, turnover analysis, and training.
Advise on business-unit restructuring, workforce planning, and succession planning.