Senior Human Resources Business Partner

NeighborHealth•Revere, MA

7d•$111,280 - $174,720•Onsite

About The Position

NeighborHealth is seeking an experienced Senior Human Resources Business Partner to serve as a strategic advisor and trusted partner to clinical and operational leaders. This role is ideal for an HR professional with deep expertise in employee relations, employment law, and organizational effectiveness, who is passionate about fostering equitable, compliant, and high-performing workplaces. The Senior HR Business Partner serves as a strategic advisor to leaders, shaping the employee experience, strengthening engagement, and navigating complex workforce matters in alignment with NeighborHealth’s mission and values. This role ensures people practices are equitable, compliant, and aligned with organizational strategy while fostering an inclusive, high-performing culture. This position requires a seasoned HR professional who can balance strategic consultation with hands-on execution, exercise sound judgment in complex situations, and confidently apply employment and labor law principles. The Senior HR Business Partner partners closely with leaders, the Director of HR, the CHRO, and cross-functional teams to deliver effective, compliant HR programs that support organizational goals.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Industrial/Labor Relations or a related field required.
7 to 10 years of progressive HR experience, including employee relations, labor relations, organizational effectiveness, and compliance.
Minimum of 5 years’ experience in healthcare or multi-site clinics required.
Strong interpersonal and communication skills, with the ability to build rapport across diverse teams.
Solid knowledge of employment laws and HR best practices.
Exceptional problem-solving and conflict-resolution abilities.
Ability to handle sensitive and confidential matters with professionalism and discretion.
Proficiency in HRIS systems and Microsoft Office Suite.
The ability to work in a fast-paced environment.

Nice To Haves

Master’s degree or JD preferred.

Responsibilities

Serves as a trusted strategic advisor and primary point of contact for leaders and employees on complex employee relations matters, including policy interpretation, workplace investigations, performance management, conflict resolution, corrective action, and terminations, ensuring consistency, fairness, and legal compliance
Provide expert guidance on federal, state, and local employment laws, regulatory requirements, and internal policies, proactively identifying risk and recommending solutions that align with business objectives and organizational values
Lead and oversee sensitive employee relations issues and investigations, partnering with leadership and Legal as appropriate to assess risk, determine appropriate actions, and document outcomes
Partner with the Director and CHRO to design and implement proactive employee relations strategies, training, and frameworks that promote engagement, accountability, and a positive workplace culture
Advise leaders on labor-related matters such as contract compliance, disciplinary actions, performance issues, and workplace changes, ensuring alignment with contractual obligations and labor laws where applicable
Analyze employee relations and labor trends, identify systemic issues, and recommend data-driven improvements to policies, practices, and leader capability
Partner with leaders to design, implement, and continuously improve performance management practices, including goal alignment, performance evaluations, feedback mechanisms, and ongoing coaching, ensuring alignment with business objectives and organizational strategy.
Advise and coach managers on addressing performance gaps, managing underperformance, and executing performance improvement plans (PIPs) in a consistent, compliant, and development-focused manner.
Manage and resolve performance-related employee relations matters, ensuring fair treatment, appropriate documentation, and risk mitigation.
Analyze individual, team, and organizational performance metrics to identify trends, root causes, and opportunities for improvement; provide actionable insights and recommendations to leadership.
Leverage HR analytics, dashboards, and reporting to inform workforce decisions, evaluate the effectiveness of performance initiatives, and support data-driven talent and succession strategies.
Partner with the Director and CHRO to design, implement, and evolve enterprise-wide talent strategies and employee development initiatives, including training programs, mentorship frameworks, succession planning, and leadership development pathways.
Assess current and future workforce capabilities by identifying skill gaps, critical roles, and development needs; design targeted, scalable development plans that support individual career progression and long-term organizational readiness.
Consult with leaders to align talent development initiatives with business priorities, organizational design, and change initiatives, ensuring the workforce is equipped to meet evolving operational demands.
Collaborate closely with managers and the Talent Acquisition team to develop and execute retention strategies, including career pathing, internal mobility, and engagement initiatives, strengthen employee commitment and reduce regretted attrition.
Use workforce and engagement data to evaluate the effectiveness of talent programs, identify risk areas, and recommend continuous improvements to enhance employee experience and organizational performance.