Human Resources Business Partner

Summit Pacific Medical Center•Elma, WA

9d•$31 - $45•Onsite

About The Position

The Human Resources Business Partner (HRBP) serves as a strategic advisor to healthcare leaders and departments, aligning human resources practices with organizational goals to support high-quality patient care and operational excellence. This role partners with clinical and non-clinical leadership to drive workforce strategy, employee engagement, compliance, and talent management in a complex, highly regulated healthcare environment.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Healthcare Administration, or related field required
Strong knowledge of employment law and HR best practices
Understanding of healthcare operations, including clinical and support roles
Excellent interpersonal, communication, and conflict resolution skills
Ability to influence and build relationships at all organizational levels
Strong analytical and problem-solving abilities
High level of discretion and professionalism
Ability to manage multiple priorities in a fast-paced healthcare environment

Nice To Haves

Master’s degree preferred
SHRM-CP, SHRM-SCP, PHR, or SPHR are preferred
Healthcare HR certifications (e.g., ASHHRA) are preferred

Responsibilities

Act as a trusted advisor to executives, physicians, nursing leaders, and department managers.
Align HR initiatives with organizational goals, patient care priorities, and regulatory requirements.
Analyze workforce trends and provide insights to inform decision-making.
Participate in strategic planning including workforce planning and succession strategies.
Provide guidance on employee relations matters, including performance management, disciplinary actions, investigations, and conflict resolution.
Ensure consistent application of policies and procedures while maintaining fairness and compliance.
Coach leaders on effective leadership practices and communication.
Partner with leadership to identify staffing needs and support recruitment strategies in a competitive healthcare labor market.
Facilitate talent development, succession planning, and leadership development initiatives.
Promote employee engagement and retention strategies, particularly for critical clinical roles.
Ensure compliance with federal, state, and local employment laws and healthcare regulations (e.g., HIPAA, Joint Commission standards).
Support audits, investigations, and accreditation readiness activities.
Maintain knowledge of labor laws, union agreements (if applicable), and healthcare standards.
Lead performance management processes, including goal setting, evaluations, and improvement plans.
Support leaders in managing underperformance and recognizing high performers.
Support organizational changes such as mergers, acquisitions, restructures, and departmental changes.
Develop and execute change management plans to ensure smooth transitions.
Communicate effectively with staff during periods of change.
Partner with compensation and benefits teams to ensure competitive offerings and equitable pay practices.
Provide guidance to leadership on compensation decisions and workforce budgeting.
Promote a culture of inclusion and belonging across the organization.
Support initiatives to increase workforce diversity and reduce disparities in employee experience.

Benefits

Competitive Compensation
Medical
Prescription
Dental (including Orthodontia)
Vision
Healthcare FSA and daycare FSA
Daycare subsidized benefit
Life Insurance
Accidental Death and Dismemberment (AD&D)
Short- and long-term disability
Generous employer 403b match contributions for retirement
457 retirement account for additional funds
Employee Assistance Program (EAP)
Tuition reimbursement
Smoking Cessation Assistance
Employee Wellness Program
Employee Committees to participate in such as Spirit Team
Beautiful on-site gym for employees
Instructor led fitness classes for employees, including Yoga, Kettlebells and Bootcamps
Walking trails on site