HRBP

PACS

1d•Onsite

About The Position

The HR Business Partner (HRBP) serves as a business-aligned HR advisor, supporting facility leaders, regional leadership, and facility-level HR partners ("HR Locals") across a defined group of facilities. This role exists to bring HR expertise, judgment, and practical guidance into environments where HR responsibilities are often carried by non-HR professionals. Many PACS facilities have individuals who perform HR duties as part of a broader role rather than as a career HR professional. The HRBP provides the depth of HR knowledge and experience needed to help these partners navigate HR systems, processes, policies, and people decisions confidently and consistently. The HRBP partners closely with Facility Administrators to support effective people leadership and sound talent decisions at the facility level, and with the Regional Vice President (RVP) to provide insight, consistency, and early identification of patterns or risks across facilities. This role does not have direct supervisory authority over facility staff or HR Locals. The HR Business Partner operates through influence, coaching, and credibility—building confidence and capability rather than exercising control. The role is not centered on transactional execution; its primary value lies in enabling others to manage people well, addressing talent challenges at their root, and preventing recurring issues.

Requirements

3+ years of experience in an HR Business Partner, HR Generalist, or similar role supporting leaders in a complex or distributed environment.
Demonstrated ability to build trust and influence without formal authority.
Solid foundation in employee relations principles with sound, consistent judgment.
Strong curiosity about the business and how people decisions impact outcomes.

Nice To Haves

Experience supporting employees and leaders across multiple states with varying employment laws and regulatory requirements.
Experience supporting frontline, multi-site, or regulated workforces (healthcare services a plus).
Exposure to HRBP, shared services, or COE-based HR operating models.
Working awareness of union environments and collective bargaining considerations.

Responsibilities

Develop a strong working understanding of facility operations, staffing models, leadership dynamics, and regulatory considerations.
Build credibility through regular presence in facilities and engagement with local and regional leaders.
Ground HR guidance in operational reality rather than abstract HR theory.
Serve as the primary source of HR expertise for facility‑level HR roles (“HR Locals”) who perform HR responsibilities as part of a broader role.
Support HR Locals in navigating HR tools, systems, policies, and processes, and coach them on employee relations judgment, documentation quality, and appropriate escalation.
Apply sound legal and regulatory judgment in day‑to‑day people decisions, helping reduce risk across a multi‑state environment.
Build capability through advising, coaching, and shared tools rather than taking work away.
Partner closely with Facility Administrators on hiring, performance management, corrective action, and employee relations.
Coach leaders beyond the immediate issue to address root causes and reinforce accountability for effective people leadership.
Support the Regional Vice President by identifying trends, recurring issues, and emerging risks across facilities.
Synthesize field observations and available data to surface insights early and reinforce consistency in people practices.
Partner with HR leadership and Centers of Excellence to translate trends into practical guidance or preventive actions.
Partner closely with HR Operations, People Relations, Legal, and Centers of Excellence with clear role boundaries.
Focus on advising, coaching, and contextual guidance rather than transactional execution or investigations.
Share field feedback and improvement opportunities to inform HR tools, guidance, and support models.
Provide broad-based HR advice during facility transitions, acquisitions, or integrations, including onboarding employees and enabling local HR partners and leaders during periods of change.
Help ensure consistent application of HR practices while accounting for transition-related complexity and risk.