HR Business Partner

Lightwave Dental•Raleigh, NC

12d

About The Position

The Human Resources Business Partner (HRBP) is a strategic and hands-on HR professional who supports practice operations and corporate functions. The HRBP partners closely with regional and functional leaders and drives employee relations, performance management, retention, leadership development, and organizational effectiveness, with a particular focus on strengthening leadership capability and consistency across dental practices. The HRBP serves as a trusted advisor to operational and corporate leaders, providing strategic and tactical HR support that enables business performance, strengthens employee engagement, and fosters a high-performing, people-first culture. The role translates business priorities into practical people strategies and supports employee relations, performance management, talent development, organizational effectiveness, workforce planning, and change management across assigned business units. The position is based in Raleigh, North Carolina, within Human Resources, and reports to the Director, Human Resources (recommended). It is full-time and exempt, with periodic travel to supported practices and regional locations. The role operates in a fast-paced, multi-site healthcare environment.

Requirements

Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent experience.
5–7 years of progressive HR experience, including at least 2–3 years in an HR Business Partner or comparable consultative role.
Demonstrated experience advising business leaders on employee relations, performance management, and workforce issues.
Working knowledge of federal and state employment laws, including FMLA, ADA, FLSA, and applicable anti-discrimination requirements.
Experience supporting multiple locations, business units, or geographically dispersed employees.
Strong communication, analytical, problem-solving, and conflict-resolution skills.
Ability to handle confidential and sensitive employee matters with professionalism and sound judgment.
Proficiency with HRIS platforms and Microsoft Office applications.

Nice To Haves

Experience in healthcare, dental services, physician practice management, or another multi-site service organization.
Experience supporting private-equity-backed or rapidly growing organizations.
SHRM-CP, SHRM-SCP, PHR, or SPHR certification.
Experience with Dayforce.
Demonstrated success improving employee retention, manager effectiveness, and HR process consistency.

Responsibilities

Serve as the primary HR advisor to assigned regional and corporate leadership teams.
Identify workforce challenges, organizational needs, and opportunities to improve employee engagement and operational effectiveness; translate business objectives into actionable HR initiatives aligned with the company's growth strategy.
Use workforce metrics and trends to identify risks and recommend solutions.
Advise managers on employee relations matters, including performance concerns, workplace conflicts, corrective action, and involuntary terminations.
Conduct or coordinate employee investigations, maintaining thorough documentation, objectivity, confidentiality, and timely resolution.
Partner with the Employee Relations team and Legal, as appropriate, on complex or high-risk matters.
Support consistent application of employment policies and compliance with applicable federal, state, and local laws; coach managers to proactively address workplace issues.
Strengthen performance expectations, accountability, coaching, and feedback practices with operational leaders.
Support annual performance management processes, including goal setting, performance evaluations, calibration, and development planning.
Identify leadership capability gaps and collaborate with Learning & Development on targeted solutions; coach practice managers and other leaders on people management.
Support succession planning and internal talent development.
Identify retention risks and develop action plans to reduce regrettable turnover; analyze employee feedback, engagement results, exit interviews, and workforce trends.
Support talent reviews, career development, internal mobility, onboarding effectiveness, and early-tenure employee retention.
Partner with Operations and Talent Acquisition on workforce planning and recruiting-related talent priorities; Operations retains ownership of practice-level recruiting.
Support organizational changes, practice growth, restructuring, and operational transitions.
Partner with leaders on organizational design, role clarity, staffing structures, and change communications.
Help standardize HR practices while maintaining flexibility for local operational needs, and facilitate adoption of HR programs, policies, and processes across assigned locations.
Partner with HR Operations, Payroll, Benefits, and HRIS teams to resolve workforce issues and improve service delivery.
Promote accurate employee records and effective use of Dayforce and other HR systems.
Monitor HR metrics, including turnover, retention, employee relations trends, performance management completion, and engagement.
Identify opportunities to streamline processes and improve manager and employee experiences.
Support compliance initiatives, audits, and policy implementation across multiple states.