Human Resources Business Partner (Remote)

North American Partners in Anesthesia

5d•$115,000 - $130,000•Remote

About The Position

The Human Resources Business Partner (HRBP) provides strategic and operational HR support to anesthesia clinicians and leaders, including anesthesiologists and CRNAs. This role works closely with clinical and operational leadership to enhance workforce stability, optimize complex staffing models, support high-reliability operations, and ensure that people strategies align with the unique needs of anesthesia services in a healthcare environment. The HR Business Partner (HRBP) position is responsible for aligning business objectives with employees and management in designated business units. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy about the business unit's financial position, its midrange plans, its culture, and its competition.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or related field (Master’s preferred).
5–10+ years of progressive HR experience, ideally in healthcare or a clinical services environment.
Strong knowledge of employment law and HR best practices.
Proven ability to build trusted partnerships with senior leaders.
Excellent coaching, consulting, problem-solving, and communication skills.
Ability to influence without authority in a matrixed, fast-paced environment.
Demonstrated ability to handle confidential information with discretion.
Strategic Thinking
Business Acumen
Relationship Building
Change Leadership
Analytical Mindset
Coaching & Influence
Cultural Stewardship

Responsibilities

Partner with Chiefs of Anesthesia, Client Executives, and the Clinical Service Delivery team to support workforce planning and operational goals.
Align HR strategies with business objectives, providing insights that influence organizational design and leadership effectiveness.
Use workforce analytics (turnover, scheduling patterns, burnout indicators, case volume trends) to guide decision-making.
Support service-line expansion initiatives (OB anesthesia, cardiac, pediatric).
Serve as a trusted advisor to leaders on performance, team dynamics, and change management.
Manage complex employee and provider relations issues, including scheduling conflicts, call burden concerns, and communication challenges in the perioperative environment.
Conduct timely, consistent investigations in collaboration with legal, risk, and compliance teams.
Coach anesthesiology chiefs, site leads, and CRNAs to enhance leadership capability and support healthy team environments.
Develop programs that address clinician burnout, psychological safety, and the high-stress nature of anesthesia practice.
Promote an inclusive, team-based culture across anesthesia groups and clinical partners.
Facilitate debriefs and action planning following safety events, OR incidents, or escalation scenarios.
Support organizational design efforts, role definition, and workforce planning to optimize clinical operations.
Lead or partner on change initiatives, ensuring clear communication, adoption, and readiness across teams.
Support new site openings, mergers/acquisitions, and service-line growth.
Deliver communication and training related to major workflow, policy, or regulatory changes.
Partner with Centers of Excellence (Compensation, Talent Acquisition, Learning & Development, Benefits) to implement HR programs.
Ensure compliance with federal, state, and local employment laws and healthcare regulatory requirements.
Support compensation planning, job evaluations, and internal mobility processes.
Leverage HR metrics and dashboards to analyze workforce trends.
Provide leaders with data-driven insights that support improvements in engagement, performance, and retention.