Senior HR Advisor

Enlyte•UNAVAILABLE, UNAVAILABLE

2h•Remote

About The Position

The Senior HR Advisor provides operational and advisory expertise across People & Workplace (P&W) initiatives within the TAPO (Talent and People Operations) team. This role is responsible for the consistent, high‑quality delivery of HR programs, policies, and employee relations support in a high‑volume, fast‑moving environment, with focus on our exempt clinical population. The Senior HR Advisor partners closely with HRBP-Seniors, HRBLs, COEs, and HR Operations, operating with a high degree of independence and judgment. This role is expected to confidently advise managers in real time, manage multiple concurrent employee relations matters, and reduce unnecessary escalation through sound decision‑making and strong business acumen.

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; experience in healthcare or clinical environments is strongly preferred.
Proven 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 the 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 effective performance management, emphasizing quality of work, timeliness, documentation, and process adherence rather than metrics alone.
Exercise strong judgment to 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 thorough documentation and follow‑up.
Support termination logistics, M&A activities, and compliance reporting.
Partner with HRBP/HRBL and key stakeholders to execute reduction‑in‑force (RIF) processes, including severance recommendations, legal review, employee notification, and communications.
Execute and support P&W programs including pay planning, engagement surveys, calibrations, and OKRs, ensuring accuracy amid competing priorities.
Support execution of talent programs (leadership development, succession, HiPo, rotation, and manager development).
Respond to policy and program‑related inquiries (e.g., time off, ergonomics, pay planning, engagement follow‑ups), often requiring immediate guidance rather than deferred follow‑up.
Maintain accurate HR program documentation, case notes, and data integrity.
Deliver and facilitate HR program, process, and policy training for managers and employees.
Support leader and manager learning sessions in partnership with L&OD and COEs, including participation in ongoing leadership forums.
Contribute to continuous improvement efforts that increase efficiency, consistency, and manager capability.
Leverage case management systems and HRIS tools to manage workload efficiently in a day‑to‑day environment largely driven by incoming employee relations needs.
Collaborate closely with HR Operations, COEs, and Shared Services to ensure aligned and practical solutions.
Maintain discretion, confidentiality, and professionalism across all employee interactions and records.