People and Culture Business Partner

Daniels Health•Baltimore, MD

1d•$111,795 - $121,195•Hybrid

About The Position

Daniels Health is scaling rapidly across the United States, expanding the medical waste infrastructure and field-service capabilities that help healthcare organisations protect people, communities and the environment. We are seeking a commercially astute, operationally credible People and Culture Business Partner to help lead the next stage of this growth across Maryland, Virginia and North Carolina. This is an opportunity to operate at the intersection of people strategy, frontline operations and organisational performance—partnering directly with leaders responsible for large, geographically dispersed hourly workforces. You will not be confined to a traditional HR support role. You will challenge and coach operational leaders, diagnose workforce risks before they become problems, use people data to improve retention and performance, and build the leadership capability required to scale a high-accountability, purpose-led business. This hybrid role requires three days onsite and some regional travel, including occasional overnight stays. In return, it offers genuine visibility, autonomy and the opportunity to make a measurable impact where it matters most: in our plants, field operations and frontline teams.

Requirements

At least 6 years of progressive HR Business Partner or broad generalist experience, ideally supporting operational, manufacturing, logistics, field-service, healthcare, retail, industrial or similarly complex frontline workforces.
Demonstrated success managing complex employee-relations matters and advising leaders through sensitive, high-risk people issues.
Strong, current knowledge of employment law, wage-and-hour requirements and HR compliance obligations affecting hourly and non-exempt employees.
Experience partnering with operations leaders on workforce planning, organisational capability, employee engagement and retention.
A data-informed approach, with the ability to interpret turnover, attendance, performance and workforce trends and turn analysis into action.
Strong coaching capability and the confidence to challenge constructively, influence decisions and hold leaders accountable for effective people leadership.
Experience delivering practical training and translating HR policy, legislation and process into clear guidance for managers.
A bachelor’s degree in Human Resources, Business, Law, Psychology, Organisational Development or a related discipline; equivalent experience will also be considered.
Exceptional communication, stakeholder-management and prioritisation skills, with the ability to work independently across multiple locations and competing priorities.
Sound judgment, discretion and a high level of personal integrity when handling confidential matters.
Willingness to travel throughout Maryland, Virginia and North Carolina, including occasional overnight travel.

Nice To Haves

Experience using Workday or a comparable HRIS is advantageous.

Responsibilities

Partnering with operational leaders to develop workforce plans that support growth, productivity, succession and capability requirements across the region.
Acting as a strategic adviser on employee relations, labour relations, wage-and-hour matters, performance management and employment-risk mitigation.
Coaching leaders and supervisors to handle challenging people situations with confidence, consistency and sound commercial judgment.
Building proactive engagement and retention strategies for a predominantly hourly, frontline workforce, using turnover, attendance and workforce data to identify root causes and prioritise action.
Leading initiatives that strengthen leadership effectiveness, employee experience and accountability across distributed operational teams.
Designing and delivering practical manager training on employment law, people leadership, performance conversations, investigations and core HR processes.
Partnering with the Director of People & Culture and cross-functional stakeholders on organisational design, workforce planning and change initiatives.
Supporting consistent, high-quality onboarding, benefits communication and employee lifecycle processes that improve early-tenure engagement and retention.
Contributing to the effective administration of compensation and performance-management programs, ensuring equitable, compliant and business-aligned application.
Maintaining rigorous compliance with federal, state and local employment legislation, including wage-and-hour requirements across multiple jurisdictions.
Bringing a continuous-improvement mindset to HR processes, using insight and operational feedback to simplify, strengthen and scale the employee experience.