Human Resources Business Partner - Lehigh Valley Region, North

Lehigh Valley Health Network•East Stroudsburg, PA

2d•Onsite

About The Position

The Human Resources Business Partner (HRBP) works to align business objectives with leadership in designated business units and serves as a strategic advisor. The HRBP partners with business leaders, HR leadership, and Centers of Excellence/Expertise (COEs), including Employee Relations (ER) and Labor Relations (LR), to design and implement workforce strategies that drive organizational effectiveness and business outcomes. The HRBP is a trusted consultant responsible for workforce planning, organizational design, leadership coaching, and change management, while collaborating with ER/LR partners for specialized employee and labor relations matters. This role will provide support of our North Region with travel required to LVH Carbon, LVH Dickson City, LVH Hazleton, LVH Schuylkill, LVH Pocono, LVH Hecktown Oaks.

Requirements

Bachelor’s Degree in Human Resources or related field
5 years of relative HR experience
Business Acumen & Operational Fluency
Strategic Thinking & Workforce Analytics
Leader Coaching & Stakeholder Influence
Change Management & Organizational Effectiveness
Consulting & Advisory Excellence

Responsibilities

Serve as the primary strategic advisor to business leaders, aligning HR strategies with operational, financial, and service line priorities to drive performance and outcomes.
Lead enterprise-level workforce planning and FTE modeling, translating business strategy into actionable staffing, productivity, and labor optimization plans.
Provide leader coaching and development, building capability in front-line through leaders to strengthen decision-making, accountability, and team effectiveness.
Partner with leadership to design and implement organizational structures, restructures, and role redesign, ensuring alignment with business needs, scalability, and efficiency.
Drive enterprise engagement and culture strategies, including survey action planning, culture initiatives, and ongoing workforce sentiment monitoring, while also focusing and promoting a fair, positive, and collaborative working environment.
Lead and support complex change management initiatives, including transformations, leader transitions.
Own talent strategy execution, including succession planning, high-potential identification, and pipeline development in partnership with Talent COEs.
Act as a trusted consultant to leadership on business decisions, integrating people, financial, and operational considerations and goals into recommendations.
Utilize workforce analytics, HR metrics, and data insights to identify trends, diagnose organizational issues, and drive evidence-based decision making.
Partner with ER and LR COEs to ensure appropriate escalation, alignment, and coordinated response for employee and labor relations matters, maintaining clear role delineation.
Influence and guide leaders through complex business challenges, including performance, restructuring, workforce optimization, and operational change.
Translate enterprise initiatives into actionable business unit plans, ensuring consistent execution across regions, service lines, and functions.
Identify and proactively address organizational risks related to talent, engagement, and leadership capability, escalating systemic issues as needed.
Serve as a change agent and culture steward, reinforcing organizational values, leadership expectations, and continuous improvement efforts.
Provides support as part of HR team assignments in relation to specific projects and initiatives to support the organization. May be asked to work in a leadership capacity for specific, assigned projects.
Interacts with co-workers, visitors, and other staff consistent with the values of Jefferson.