Human Resources Business Partner

Herself Health•Saint Paul, MN

1d•$95,000 - $115,000•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, this role helps implement people strategies that support business objectives, employee engagement, leadership effectiveness, and organizational growth. The HRBP provides consultation 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 periodically to Minneapolis-area clinics. Minnesota-based candidates are expected to visit clinics throughout the Minneapolis–St. Paul metro area at least monthly. Travel for candidates outside Minnesota may be required a couple of times a year for meetings, training, and company events. Occasional travel may be up to 15%. The role follows standard Monday-through-Friday business hours, with flexibility to support business needs across multiple time zones. Herself Health provides primary care for women aged 65 and older through clinics across Minneapolis and St. Paul. The organization has more than 100 colleagues and seeks people who share its commitment to improving care, collaboration, excellence, customer-first service, and innovation. Employees are expected to understand and follow compliance policies and procedures, complete compliance training upon hire and annually, and report suspected violations of federal or state laws to a supervisor, Human Resources, or the Compliance Officer.

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: Human Resources 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 departments and stakeholder groups.
Commitment to confidentiality and discretion when handling sensitive matters.
Must be legally authorized to work in the United States.
Ability to travel periodically; Minnesota-based candidates are expected to visit local clinics at least monthly.
Ability to work standard Monday-through-Friday business hours with flexibility for business needs across multiple time zones.

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.
SHRM Certified Professional (SHRM-CP), Professional in Human Resources (PHR), SHRM Senior Certified Professional (SHRM-SCP), or Senior Professional in Human Resources (SPHR) certification preferred at hire and may be required within one year of employment.

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.
Support leaders through growth, transformation, and evolving business needs.
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 emerging 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 and recommend action plans.
Partner with Talent Acquisition to address hiring challenges, workforce shortages, and retention barriers.
Support employee listening strategies, engagement initiatives, and action planning.
Collaborate on talent reviews, succession planning, and career development programs.
Support onsite New Hire Orientation sessions and onboarding efforts during new hires’ first week.
Coach leaders at multiple levels 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.
Visit Minneapolis–St. Paul-area clinics at least monthly for Minnesota-based candidates, or travel as required for meetings, training, and company events.
Follow company compliance policies and procedures, complete required training, and report suspected violations.