Human Resources Business Partner

Summit BHC

18d•Onsite

About The Position

The Human Resources Business Partner (HRBP) provides strategic and tactical HR support to Summit facilities. In the absence of a facility HR representative, the HRBP leads and supports key HR functions for an assigned group or facility, including employee relations, retention, performance management, compliance, compensation analysis, employee development, and recruiting. The role frequently travels to existing facilities to support HR operations and to acquisition sites to oversee conversion to Summit HR practices. The HRBP also participates in assigned HR special projects. The position provides guidance on HR administration, policies and procedures, employee and employer relations, HR strategy, regulatory compliance, and employment law. Responsibilities include recruitment and onboarding, HRIS and personnel record maintenance, staff development, retention initiatives, employee coaching and investigations, benefits administration, claims and leave processing, performance evaluation monitoring, payroll support, and ongoing regulatory readiness. The HRBP also supports new-facility development and acquisition transitions in coordination with Corporate HR. The position is onsite and is not remote. It requires 50–75% travel to assigned facilities.

Requirements

Bachelor’s degree in Human Resources, business, or a related field, or a high school education with comparable related experience.
Five or more years of healthcare operations experience.
Knowledge of recruitment, selection, training, compensation and benefits, employee relations and negotiation, engagement and retention, and human resources information systems.
Knowledge and application of federal and state employment laws and regulations.
Three or more years of proven HR supervisory or management experience.

Nice To Haves

Experience with regulatory agencies such as The Joint Commission and CMS.
PHR, SPHR, SHRM-CP, or SHRM-SCP certification.
Healthcare experience in a supervisory or management role.

Responsibilities

Provide HR administration expertise and support to assigned facilities, including policy and procedure guidance, employee relations, HR strategy, regulatory compliance, and employment law.
Develop and maintain a tracking system for open positions; recruit, screen, onboard, and orient employees according to facility needs and budget.
Enter employee data accurately into the HRIS and maintain compliant employee files and records; respond to agency surveys.
Develop and conduct staff development, training, and education programs; ensure licenses and required certifications are current and appropriate.
Design and implement retention initiatives, including rewards, recognition, and engagement activities.
Coach managers and employees, resolve conflicts, and investigate employee complaints or incidents.
Administer benefit programs, ensure timely enrollment, and assist employees with life events.
Process unemployment and workers’ compensation claims and leave benefits.
Monitor completion of probationary and annual performance evaluations for timeliness and compliance with established guidelines.
Serve as the HR contact for regional De Novo projects, including hiring, establishing the HR department, competencies, and policies for new facilities.
Assist with acquisition due diligence and work with Corporate HR on implementation and conversion to Summit systems and standards.
Monitor compliance with Joint Commission and CARF standards and support facilities in maintaining survey readiness.
Review and ensure facility policies and procedures comply with federal, state, and local requirements; update them as needed and communicate changes.
Complete or oversee facility payroll as directed and provide payroll backup to facilities.
Work independently or as part of a team on special projects representing Corporate HR.
Travel 50–75% to assigned facilities.
Identify and prioritize important issues, including those designated by leadership, and collaborate with department and corporate executive leaders as needed.
Communicate instructions, expectations, and timelines clearly and concisely.
Manage staff scheduling to maintain productivity and limit unnecessary overtime or excessive staff work hours.
Maintain accountability for self and staff performance.
Engage staff in quality and safety basics to sustain measurable compliance.
Identify staff educational needs and ensure they are addressed through staff-attended education programs.
Hold staff accountable for noncompliance, safety concerns, attendance, policy adherence, behavior, and compliance with the code of conduct.