HR - Human Resources Business Partner West
About The Position
The HR Business Partner serves as the primary Talent Management partner to assigned business and regional leaders, connecting business priorities, workforce needs, and performance opportunities to the right talent strategies and solutions. Deeply embedded in the business, the HR Business Partner develops a strong understanding of regional priorities, operating realities, workforce dynamics, and leadership needs. They identify and make sense of talent and organizational signals, help leaders clarify what they need from Talent Management, and architect integrated responses by bringing together the right expertise across leadership and talent strategy, workforce capability, performance consulting, learning, and field enablement. This role is not an HR generalist or primary owner of routine colleague relations, complaints, or investigations. This role is both strategic and hands-on. They advise and coach leaders, facilitate targeted talent and leadership experiences when their expertise is the right vehicle, and stay connected through activation to ensure solutions address the business need. The HR Business Partner partners with Colleague Relations when colleague issues arise, while remaining connected to the broader leader, team, and organizational context.
Requirements
- Demonstrated ability to understand a business model, operating priorities, and performance data and translate them into workforce and talent implications.
- Strong consulting skills, including discovery, inquiry, problem framing, stakeholder alignment, and solution recommendation.
- Ability to integrate multiple perspectives and disciplines into a coherent response rather than defaulting to a preferred solution.
- Navigate complex or ambiguous situations with credibility, discretion, and an enterprise perspective.
- Strong facilitation skills and comfort leading complex or sensitive discussions.
- Ability to use qualitative and quantitative information to identify patterns, develop insights, and influence decisions.
- Demonstrated ability to work effectively in ambiguity and in highly matrixed, cross-functional environments.
- Strong judgment and the ability to determine when to lead, when to facilitate, when to connect expertise, and when to step back.
- Ability to influence without relying on positional authority.
- Bachelor’s degree in HR, OD, education, talent management, talent consulting, business, or related field.
- 5-7 years of progressive experience in HR, workforce strategy, talent management, strategic partnering, or performance consulting.
- Experience advising and coaching senior and operational leaders through complex talent, leadership, workforce, or organizational challenges.
- Experience in high-growth, multi-site environments.
Nice To Haves
- Experience in value-based care, primary care, or healthcare operations preferred.
- Professional certifications (SHRM, coaching, facilitation) preferred.
- Master’s degree preferred.
Responsibilities
- Build trusted partnerships with regional and business leaders by developing a deep understanding of their strategies, priorities, operating environment, workforce, and performance challenges.
- Maintain a forward-looking view of business and workforce needs, partnering with leaders on strategic workforce planning, identifying future talent, capability, capacity, and organizational needs required to deliver business priorities.
- Advise leaders on organization effectiveness, including organizational design, team structure, role clarity, workforce alignment, and opportunities to strengthen how teams operate.
- Translate business priorities into talent, leadership, organizational, and capability implications.
- Use business, workforce, talent, and performance data alongside leader and field insights to identify emerging needs, risks, and opportunities.
- Monitor retention trends and partner with leaders to address risks impacting workforce stability and colleague experience.
- Partner with leaders to interpret engagement data, develop action plans, and improve colleague experience, retention, and organizational health.
- Bring regional intelligence into the broader Talent Management organization to inform enterprise priorities and solutions.
- Partner with leaders and Leadership & Talent Development on talent reviews, succession planning, talent assessment and calibration, development planning, and other talent processes, bringing a deep understanding of regional talent and business needs.
- Advise leaders on talent decisions, including promotions, career progression, compensation planning, and workforce investment decisions.
- Partner with leaders to assess organizational change impacts and develop strategies that support successful adoption and sustained performance.
- Recognize when an issue requires deeper performance diagnosis, leadership support, capability development, field enablement, or another organizational response, and connect the right Talent Management partners.
- Distinguish between local needs, regional patterns, and issues requiring enterprise-level attention.
- Shape integrated talent responses that address business needs and connect the appropriate combination of talent strategy, leadership development, performance consulting, capability development, learning, coaching, and field enablement.
- Clarify desired outcomes, roles, decision points, dependencies, and measures of success with business leaders and Talent Management partners.
- Coach leaders through talent, workforce, leadership, and organizational challenges using sound judgment, curiosity, and constructive challenge.
- Help leaders strengthen their own ability to address people and talent challenges.
- Facilitate targeted leadership and talent discussions, workshops, and experiences when HR/talent expertise is the appropriate vehicle.
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What This Job Offers
Job Type
Full-time
Career Level
Senior
