Senior HR Advisor

Enlyte•UNAVAILABLE, UNAVAILABLE

5d•Remote

About The Position

The Senior HR Advisor provides operational and advisory expertise across People & Workplace (P&W) initiatives within the Talent and People Operations (TAPO) team. The role delivers HR programs, policies, and employee relations support in a high-volume, fast-moving environment, with a focus on the exempt clinical population. Working with a high degree of independence and judgment, the Senior HR Advisor partners with HRBP-Seniors, HRBLs, Centers of Excellence, and HR Operations. The advisor provides managers with timely guidance, manages concurrent employee relations matters, and uses sound decision-making and business acumen to reduce unnecessary escalation. The position also supports HR programs, talent initiatives, manager and employee learning, compliance, and operational processes. It requires discretion, confidentiality, strong relationship-building skills, and proficiency with HRIS tools. The position is remote, as indicated by the posting’s #LI-Remote tag.

Requirements

Bachelor’s degree required; preferably in Human Resources, Business Administration, or a related field.
Minimum 8 years of progressive Human Resources experience, with a strong focus on employee relations and manager advisory support.
Demonstrated experience independently managing high-volume, end-to-end employee relations cases, including performance management, investigations, and corrective action.
Experience supporting exempt employee populations.
Ability to apply sound judgment, navigate ambiguity, and provide confident, real-time guidance to managers with limited escalation.
Strong understanding of employment laws, policy interpretation, and risk management.
Exceptional communication and relationship-building skills, with credibility to influence leaders at multiple levels.
Proficiency with HRIS and responsible use of AI to support efficiency and decision-making.

Nice To Haves

Experience in healthcare or clinical environments is strongly preferred.

Responsibilities

Independently lead a high volume of employee relations cases, including performance management, conduct concerns, conflict resolution, and internal investigations.
Coach managers, particularly those supporting exempt clinical populations, on performance management, including quality of work, timeliness, documentation, and process adherence.
Assess risk, recommend next steps, and determine when escalation is necessary.
Identify and surface employee relations trends and systemic issues for proactive intervention.
Ensure compliance with policy, labor laws, and organizational standards through documentation and follow-up.
Support termination logistics, M&A activities, and compliance reporting.
Partner with HRBP/HRBL and stakeholders on reduction-in-force processes, including severance recommendations, legal review, employee notification, and communications.
Execute and support P&W programs such as pay planning, engagement surveys, calibrations, and OKRs.
Support talent programs, including leadership development, succession, HiPo, rotation, and manager development.
Respond to policy- and program-related inquiries, including questions about time off, ergonomics, pay planning, and engagement follow-ups.
Maintain accurate HR program documentation, case notes, and data integrity.
Deliver and facilitate training on HR programs, processes, and policies for managers and employees.
Support leader and manager learning sessions with L&OD and COEs, including participation in ongoing leadership forums.
Contribute to continuous improvement efforts that increase efficiency, consistency, and manager capability.
Use case management systems and HRIS tools to manage workload in a day-to-day environment largely driven by incoming employee relations needs.
Collaborate with HR Operations, COEs, and Shared Services to provide aligned and practical solutions.
Maintain discretion, confidentiality, and professionalism across employee interactions and records.