Human Resources Business Partner - Healthcare Operations

Eye Care Partners Career Opportunities•St. Louis, MO

1d•Hybrid

About The Position

EyeCare Partners is the nation’s leading provider of clinically integrated eye care. Our national network of over 300 ophthalmologists and 700 optometrists provides a lifetime of care to our patients with a mission to enhance vision, advance eye care and improve lives. Based in St. Louis, Missouri, over 650 ECP-affiliated practice locations provide care in 18 states and 80 markets, providing services that span the eye care continuum. For more information, visit www.eyecare-partners.com. SUMMARY The Human Resources Business Partner (Director) provides strategic HR leadership and serves as the primary HR partner to senior leaders in business operations. Serves as a strategic partner to Vice Presidents and physician leaders, advising on people strategies that align with business priorities and drive organizational performance across the region. This role partners with executive operational and clinical leadership to translate business priorities into effective people strategies. Key areas of focus include organizational design, talent planning and development, performance management, compensation guidance, and strategies that support the acquisition, retention, and development of talent. The Director also serves as a management consultant to leaders on complex people matters, assessing and anticipating HR needs while delivering practical solutions in a fast-paced environment. Success in this role requires the ability to build credibility and effectively partner with physician leaders in a collaborative and performance-driven clinical environment.

Requirements

Experience overseeing an employee relations team and developing HR professionals.
Strong knowledge of employment law and experience managing complex employee relations matters.
Experience partnering with senior operational leaders in a complex organization. Ability to influence and advise executive leaders, including Vice Presidents and physician leaders.
Demonstrated ability to evaluate internal equity and external market data to develop compensation recommendations that support fair and competitive pay decisions.
Experience leveraging workforce data and insights to inform decision-making.
Bachelor’s Degree in Human Resources, Business Administration, or related field.
8+ years of progressive HR experience.
Proficiency with Microsoft Office (Excel, Word, PowerPoint, Outlook).
Experience with HRIS systems and workforce analytics tools.

Nice To Haves

Healthcare or multi-site operations experience preferred.
Dayforce, Qualtrics, HR Acuity is a plus.

Responsibilities

Serve as a trusted HR advisor to Vice Presidents and physician leaders on matters related to organizational effectiveness, leadership capability, and workforce strategy.
Guide, counsel, support, and appropriately challenge leaders to drive strong leadership practices and organizational outcomes.
Partner with leaders to strengthen leadership accountability while providing guidance on complex people matters and organizational challenges.
Translate business priorities into aligned people strategies that support operational performance and workforce effectiveness.
Lead initiatives related to organizational design, workforce planning, and role clarity.
Partner with leaders on talent assessment, succession planning, and leadership development.
Provide guidance to leaders on performance management, team effectiveness, and talent retention strategies.
Lead and develop a team of Employee Relations Managers responsible for investigations and performance management guidance.
Serve as an escalation point for complex employee relations matters.
Provide coaching and guidance on complex cases, risk assessment, and resolution strategies.
Ensure compliance with employment laws and consistent application of company policies.
Analyze workforce trends and organizational data to identify risks and opportunities.
Advise leaders on compensation decisions by assessing internal equity and external market benchmarks to develop sound salary recommendations for promotions, role changes, and other organizational decisions.
Partner with HR colleagues to implement programs and policies that support business outcomes.
Anticipate HR-related needs and proactively develop solutions aligned with business objectives.
Lead HR initiatives and projects that support operational priorities and organizational improvement.
Manage multiple initiatives while ensuring effective execution and delivery of results.