HR Business Partner

Concert Health

6d•$100,000 - $115,000•Remote

About The Position

The HR Business Partner (HRBP) serves as a strategic advisor and change leader, partnering closely with business leaders to drive people strategies that enable performance, engagement, and organizational effectiveness. This role is ideal for an HR professional who thrives in ambiguity, can manage multiple complex initiatives at once, and is skilled at influencing without authority. You will work cross-functionally to support leaders through change, translate people data into action, and lead projects that strengthen how we operate at scale.

Requirements

5+ years of progressive HR experience, with direct experience in an HR Business Partner or strategic HR role
Demonstrated success partnering with leaders in fast-paced, evolving environments
Proven ability to handle sensitive situations with discretion and care
Strong understanding of federal employment law and general knowledge of state-level requirements
Skilled in documentation, data analysis, and communicating insights clearly to various stakeholders
A collaborative mindset and a calm, confident approach in high-stakes conversations
Strong project management skills with the ability to manage multiple initiatives simultaneously
Proven ability to influence, coach, and advise without direct authority
Strategic thinking paired with strong execution skills
High emotional intelligence and sound judgement
Clear, confident communicator both written and verbal
Data-informed decision making
Comfortable navigating complexity, change, and ambiguity

Nice To Haves

Deep experience with workplace investigations and high-volume case management
Familiarity with ADA, FMLA, and evolving compliance requirements across states
Experience working in startups or fast-growing organizations
HR certification a plus

Responsibilities

Strategic Business Partnership
Serve as a trusted thought partner to leaders on people strategy, workforce planning, organizational design, and talent decisions
Translate business goals into practical people initiatives that drive performance and engagement
Proactively identify risks, trends, and opportunities within assigned client groups
Change Leadership
Partner with leaders to plan and execute organizational change initiatives (structure changes, process shifts, growth transitions, etc.)
Coach leaders through change management, communication planning, and adoption strategies
Support teams through ambiguity with clarity, empathy, and consistency
Project Management & Execution
Lead and manage cross-functional People initiatives from design through implementation (e.g., performance programs, engagement efforts, manager capability building)
Balance strategic thinking with hands-on execution to ensure initiatives land effectively
Track progress, surface dependencies, and communicate updates to stakeholders
Influence and Relationship Building
Build strong relationships across levels and functions to drive alignment and accountability
Use data, insight, and credibility to influence outcomes without direct ownership
Navigate competing priorities and perspectives while maintaining trust
People Operations & Employee Experience
Partner closely with People Operations, Employee Relations, and Total Rewards to ensure a cohesive employee experience
Support leaders with performance management, coaching conversations, and development planning
Contribute to the evolution of people policies, programs, and practices as the organization grows