Manager, People Business Partners - West Coast

Compassus•Brentwood, TN

11d•Hybrid

About The Position

Reporting to the VP of People, Engagement & Performance, you’ll lead our People Business Partner team. This role is designed to be the field-facing engine of our People function, driving strategy and support based on data and evidence. The ideal candidate will translate survey data, retention numbers, and other feedback into actionable insights and initiatives for operations leaders. This role involves spotting themes, finding root causes, and partnering with leaders to execute impactful moves. You will also build and develop a team of People Business Partners, setting high standards for "white glove" support and fostering a culture of trust, accuracy, and accessibility. The ultimate goal is to shift the perception of the People function from a gatekeeper to a strategic partner that helps leaders succeed, which in turn improves teammate retention and patient care.

Requirements

Bachelor's degree in Human Resources, Business, or a related field.
Minimum of 5 years of progressive HR/People experience.
Prior people-leadership responsibility.
Strong executive presence, presentation, and communication skills.
Ability to influence and drive change through partnership, data, and credibility.
Union and labor relations experience.
Healthcare, labor relations, or multi-site operations experience.
Financial and workforce-planning fluency.
Track record of leading teams and creating accountability while maintaining culture and engagement.
Ability to remain stationary and operate a computer for extended periods.
Ability to communicate effectively across in-person and virtual settings.
Ability to occasionally lift up to 15 pounds.

Nice To Haves

Master's degree or PHR/SPHR/SHRM-CP/SHRM-SCP.
Experience standing up scalable reporting infrastructure and reporting cadences.
Experience designing enterprise listening strategies, engagement surveys, or onboarding feedback programs.
Coaching or facilitation credential or equivalent experience.

Responsibilities

Lead and develop a team of People Business Partners, focusing on exceptional stakeholder support and operational excellence.
Hire, develop, and grow business partners who work closely with operations leaders to execute organizational strategy and people best practices.
Build accountability structures, performance expectations, development paths, and operating standards for the team.
Set and maintain high standards for "white glove," fast, accurate, and solution-oriented support.
Lead monthly People Strategy Meetings with operations stakeholders, translating data into decisions and follow-through.
Serve as a trusted advisor to the VP of PEP on engagement strategy, teammate experience, retention, and operational optimization.
Utilize workforce listening, survey, and retention data to identify risks and recommend impactful actions.
Collaborate with partners to identify themes and root causes behind retention, engagement, and workforce stability issues.
Identify and address legal and regulatory risks (e.g., wage/hour, ADA, leave) and escalate appropriately.
Act as a unifying force, aligning cross-functional partners and ensuring consistent, people-centered support.
Lead the field-side rollout of enterprise People initiatives, ensuring understanding, adoption, and sustainability.
Guide leaders and teammates through organizational changes, including restructures and workforce actions, with clarity and care.
Coach operations leaders to build their capability in handling people situations.
Translate labor strategy into the field, ensuring consistent implementation and communication.
Partner with Labor Relations to prepare for and facilitate labor debrief meetings and manage field follow-through.
Support bargaining and post-bargaining work, and partner on union employee-relations matters.
Coach leaders in represented environments to ensure confident and contract-compliant leadership.
Own the People Business Partner workstream for acquisitions and joint ventures, from due diligence to go-live.
Integrate acquired and JV teams into the Compassus People model, ensuring a smooth transition for new teammates.
Partner with the Integrations team to sequence work, remove barriers, and keep leaders informed during transitions.