Human Resources Business Partner

Monroe Ambulance•City of Rochester, NY

5d•Onsite

About The Position

The Human Resources Business Partner (HRBP) plays a critical role in supporting operational leaders, EMTs, paramedics, dispatch staff, fleet personnel, and administrative teams in a fast-paced, 24/7 emergency response environment. You’ll be in the middle of the action — coaching leaders, solving real problems, elevating the employee experience, modernizing processes, using data to influence decisions, and helping shape the overall future of what HR looks like at Monroe Ambulance.

Requirements

Bachelor’s Degree in Business Administration, Human Resources Management, or related field with 4+ years of progressive HR experience (HRBP or strong HR Generalist background).
Ability to build relationships with frontline and leadership teams.
Comfort supporting hourly, shift-based, or 24/7 operations.
Confidence in managing employee relations independently.
Strong knowledge of employment laws, HR best practices, and HR data analytics.
Data curiosity — you like using numbers to tell a story.
High emotional intelligence and the ability to build credibility quickly.

Nice To Haves

Experience in healthcare, emergency services, logistics, or high-growth environments is a big plus.
Ability to travel occasionally to local events to help promote the Monroe brand and services to the community.
HR certifications (PHR, SHRM-CP, etc.) are great — but impact matters more than letters. You can earn your certifications while growing with us.

Responsibilities

Work directly with operations leaders who manage EMTs, paramedics, and dispatch teams.
Translate business needs into smart, scalable people strategies.
Use workforce data (turnover, engagement, scheduling patterns, retention) to drive real conversations.
Be a coach, challenger, and trusted advisor to managers.
Support the rollout of new HR systems, tools, and processes.
Identify what’s outdated, inefficient, or reactive — and help redesign it.
Assist and improve how we onboard, develop, engage, and retain employees.
Contribute to building a People function that’s proactive and not functionally driven.
Coach leaders through tough conversations.
Elevate manager capability instead of just solving problems for them.
Help create a culture of accountability and respect in a high-intensity environment.
Conduct investigations with fairness and confidence.
Complete stay interviews with employees to understand culture trends.
Partner with hiring managers to attract and secure top EMT, paramedic, dispatch, fleet, and corporate talent.
Assist with recruiting strategy, candidate screening, interviewing, and offer development.
Improve the hiring experience for both managers and candidates.
Support workforce planning initiatives to meet growth and operational demands.
Support succession planning, leadership development and performance management.
Identify skill gaps of leaders and employees, helping implement meaningful training.
Ensure compliance with employment laws and healthcare regulations.
Partner with Safety and Compliance to protect our people and our patients.
Coordinate leaves of absence and worker’s compensation per applicable laws.
Stay ahead of risk instead of reacting to it.
Support day-to-day benefits administration including enrollments, status changes and employee education.
Help communicate benefits in a way employees actually understand and value.
Use benefits and total rewards data to improve retention and employee satisfaction.
Contribute to modernizing the total rewards strategy as part of the broader HR transformation.
Other Duties As Assigned