People and Culture Business Partner Manager - Georgia Area

Advocate Health and Hospitals Corporation • Macon, GA

8d • Hybrid

About The Position

Acts as a People & Culture business partner, supporting senior leaders with short- and long-term people decisions through workforce planning, teammate experience, retention, talent development, and succession processes aligned to business needs, informed by data and emerging insights. Supports organizational design changes and restructures within assigned areas by gathering quantitative and qualitative data, assessing impacts, and partnering with senior P&C leaders and Centers of Expertise to implement approved changes effectively. Identifies workforce and talent trends through data analysis, leader input, teammate feedback, and AI-enabled insights, partnering with Centers of Expertise to deploy People & Culture solutions, programs, and policies. Develops practical and creative solutions to help assigned teams meet business objectives, inclusive of teammate experience and retention, balancing enterprise consistency with flexibility to address local needs. Coaches leaders to reinforce culture and behaviors, helping embed cultural standards into daily practices, people processes, and leader decision-making, supported by evidence-based insights. Builds trusted partnerships with leaders, balancing constructive challenge with credibility and support to influence outcomes while maintaining strong, collaborative working relationships. Maintains strong knowledge of People & Culture policies, procedures, and employment regulations, ensuring compliance, appropriate documentation, and timely escalation of risks or issues, including those surfaced through data and analytics. Partners with learning and development teams to deliver or reinforce leader learning, supporting capability building aligned to People & Culture priorities and business needs, including adoption of new tools and ways of working. Uses workforce data, dashboards, basic analytics, and AI-supported reporting to inform recommendations, action planning, and follow-through, escalating insights, risks, and trends as appropriate. Manages multiple priorities effectively, demonstrating strong organization, sound judgment, and consistent follow-through in a fast-paced, operational environment. Models ethical practice and organizational values, ensuring responsible use of data, analytics, and AI-enabled tools, with a continued emphasis on human judgment, equity, and trust.

Requirements

• Typically requires a bachelor’s degree in human resources, business, or related field.
• Typically requires 5 years of experience in human resources in a large health system or similarly sized/structured business.
• Supports the execution of people strategies and programs within assigned teams, departments, or functional areas, ensuring alignment with enterprise direction and consistent application of People & Culture practices.
• Demonstrate strong consulting and partnership skills, working closely with leaders and functional partners to translate people strategies into practical actions that support business needs, informed by workforce data and operational insights.
• Applies working knowledge of workforce planning, talent management, succession planning, recruitment, teammate experience, retention, and leadership development, supporting effective execution and tracking progress within assigned areas.
• Demonstrates sound business acumen, with the ability to interpret human capital data, workforce metrics, and operational indicators to identify trends, inform recommendations, and support performance improvement efforts.
• Maintains strong knowledge of core People & Culture disciplines, organizational design concepts, and change practices, supporting leaders through transitions and applying standard tools, processes, and frameworks.
• Communicates effectively and builds trusted relationships, translating data and insights into clear, practical guidance for leaders, managers, and teammates.
• Supports leader and team development through coaching, feedback, and guidance that strengthens people management capability, data literacy, and openness to new tools and ways of working.
• Demonstrates strong organizational, critical thinking, and prioritization skills, managing multiple priorities in a fast-paced environment and ensuring timely execution and follow-through.
• Uses digital platforms and workforce analytics tools to support workforce planning, talent processes, and day-to-day operational effectiveness within assigned areas.
• Applies basic analytics, leading indicators, and reporting to support workforce planning, talent development, teammate experience improvements, and early identification of risks or concerns, escalating as appropriate.
• Ability to handle complexity, is agile and adaptable with strong judgment and strategic thinking.
• Possesses the capability to scale impact and generate solutions.
• Communication and influence, resilience, relationship and stakeholder management, understanding the external landscape
• Enterprise mindset and ability to scale solutions
• Strategic judgment and systems thinking
• Influence and stakeholder management
• Comfort operating amid ambiguity and change
• Uses data, evidence-based research, and benchmarks to inform recommendations and contribute to the implementation of People & Culture solutions aligned to business needs.
• Demonstrates commitment to ethical practice, compliance, and organizational values, ensuring responsible and appropriate use of data, technology, and digital tools in all People & Culture partnership activities.

Nice To Haves

• Master's degree in human resources, business, or related field.

Responsibilities

• Acts as a People & Culture business partner, supporting senior leaders with short- and long-term people decisions through workforce planning, teammate experience, retention, talent development, and succession processes aligned to business needs, informed by data and emerging insights.
• Supports organizational design changes and restructures within assigned areas by gathering quantitative and qualitative data, assessing impacts, and partnering with senior P&C leaders and Centers of Expertise to implement approved changes effectively.
• Identifies workforce and talent trends through data analysis, leader input, teammate feedback, and AI-enabled insights, partnering with Centers of Expertise to deploy People & Culture solutions, programs, and policies.
• Develops practical and creative solutions to help assigned teams meet business objectives, inclusive of teammate experience and retention, balancing enterprise consistency with flexibility to address local needs.
• Coaches leaders to reinforce culture and behaviors, helping embed cultural standards into daily practices, people processes, and leader decision-making, supported by evidence-based insights.
• Builds trusted partnerships with leaders, balancing constructive challenge with credibility and support to influence outcomes while maintaining strong, collaborative working relationships.
• Maintains strong knowledge of People & Culture policies, procedures, and employment regulations, ensuring compliance, appropriate documentation, and timely escalation of risks or issues, including those surfaced through data and analytics.
• Partners with learning and development teams to deliver or reinforce leader learning, supporting capability building aligned to People & Culture priorities and business needs, including adoption of new tools and ways of working.
• Uses workforce data, dashboards, basic analytics, and AI-supported reporting to inform recommendations, action planning, and follow-through, escalating insights, risks, and trends as appropriate.
• Manages multiple priorities effectively, demonstrating strong organization, sound judgment, and consistent follow-through in a fast-paced, operational environment.
• Models ethical practice and organizational values, ensuring responsible use of data, analytics, and AI-enabled tools, with a continued emphasis on human judgment, equity, and trust.

Benefits

• Comprehensive suite of Total Rewards: benefits and well-being programs
• Competitive compensation
• Generous retirement offerings
• Programs that invest in your career development
• Paid Time Off programs
• Health and welfare benefits such as medical, dental, vision, life, and Short- and Long-Term Disability
• Flexible Spending Accounts for eligible health care and dependent care expenses
• Family benefits such as adoption assistance and paid parental leave
• Defined contribution retirement plans with employer match and other financial wellness programs
• Educational Assistance Program

What This Job Offers

• Job Type: Full-time
• Career Level: Manager