Human Resources Business Partner

Herself Health•Minneapolis, MN

14h•Remote

About The Position

The Manager, Human Resources Business Partner (HRBP) serves as a trusted advisor to leaders and employees across assigned business areas. Working closely with senior HR leaders, the role helps implement people strategies that support business objectives, employee engagement, leadership effectiveness, and organizational growth. The HRBP consults on employee relations, performance management, talent development, workforce planning, and organizational effectiveness. This role is suited to an HR professional with a strong generalist foundation who is ready to expand strategic business partnership capabilities in a fast-paced, mission-driven healthcare environment. The position is remote within the United States, with preference for Minnesota-based candidates because of the partnership required with local clinic leaders and teams. Candidates must be legally authorized to work in the United States and able to travel from time to time to Minneapolis-area clinics. Minnesota-based candidates are expected to visit clinics throughout the Minneapolis–St. Paul metro area at least monthly; candidates outside Minnesota may travel a couple of times a year for meetings, training, and company events. Occasional travel may be up to 15%. The schedule is standard business hours Monday through Friday, with flexibility to support business needs across multiple time zones. The role collaborates across HR functions and with business leaders to support organizational growth, people programs, employee experience, and compliance. Compensation is $95,000–$115,000 based on experience, with a 10% annual bonus target.

Requirements

Bachelor's degree in Human Resources, Business Administration, Healthcare Administration, Organizational Development, or a related field.
At least three years of Human Resources experience in one or more of these areas: HR business partnership, employee relations, talent management, employee engagement, organizational development, or performance management.
Working knowledge of federal, state, and local employment laws and HR best practices.
Experience supporting leaders with employee relations, performance management, and workforce matters.
Strong communication, consulting, and relationship-building skills.
Ability to analyze data, identify trends, and recommend practical solutions.
Proficiency with Microsoft Office Suite and HR systems.
Strong business acumen and critical thinking capabilities.
Ability to balance employee advocacy with business needs.
Excellent coaching, consulting, influence, and relationship-building skills.
Advanced conflict resolution and problem-solving skills.
Skill in facilitating difficult conversations and navigating ambiguity.
Demonstrated project management and execution skills.
Ability to manage competing priorities and meet deadlines in a fast-paced environment.
Strong collaboration skills across multiple departments and stakeholder groups.
Commitment to maintaining confidentiality and handling sensitive matters with discretion.
Legal authorization to work in the United States.
Ability to travel from time to time to Minneapolis-area clinics or for meetings, training, and company events, as applicable.

Nice To Haves

Healthcare, physician practice, value-based care, or multi-site healthcare experience.
Experience supporting a geographically dispersed or remote workforce.
Exposure to organizational change management, workforce planning, or leadership development initiatives.
One of the following certifications is preferred at hire and may be required within one year of employment: SHRM Certified Professional (SHRM-CP), Professional in Human Resources (PHR), SHRM Senior Certified Professional (SHRM-SCP), or Senior Professional in Human Resources (SPHR).

Responsibilities

Partner with leaders to understand business priorities and develop people strategies that support organizational objectives.
Coach and consult with leaders on workforce planning, organizational design, talent development, succession planning, and employee engagement.
Advise leaders on organizational effectiveness, team dynamics, change management, and culture initiatives, and support them through growth and transformation.
Guide leaders through employee relations matters, investigations, performance concerns, corrective actions, and workplace conflict.
Promote consistent application of company policies, employment practices, and performance expectations; identify employee relations trends and recommend solutions.
Support compliance with federal, state, and local employment laws to reduce organizational risk.
Analyze turnover, engagement, retention, and workforce data; identify trends and recommend action plans.
Partner with Talent Acquisition on hiring challenges, workforce shortages, retention barriers, new hire orientation, and onboarding.
Support employee listening strategies, engagement initiatives, action planning, talent reviews, succession planning, and career development programs.
Support onsite new hire orientation sessions with incoming hires.
Coach leaders on people leadership, change management, team effectiveness, and employee development.
Design and facilitate leadership training and development programs; support leadership expectations, performance management processes, and culture initiatives.
Recommend and implement interventions to strengthen leadership capability and team performance.
Support organizational restructuring, role design, workforce planning, and strategic growth initiatives.
Provide change management consultation and assist leaders with communication and implementation plans for organizational changes.
Partner with Finance and business leaders on workforce planning and organizational forecasting.
Collaborate with Talent Acquisition, Total Rewards, Learning & Development, Payroll, Benefits, HRIS, and Compliance teams.
Lead or participate in enterprise-wide HR initiatives and special projects.
Use data, metrics, and reporting to support decision-making and measure the effectiveness of people programs.
Promote a positive employee experience across the organization.
Understand and abide by compliance policies and procedures, complete required training, and report suspected violations of federal or state laws through designated channels.