Senior Human Resources Business Partner

Insource Services, Inc. • Woonsocket, RI

9h • $70,470 - $105,706 • Hybrid

About The Position

Insource Services is conducting a confidential search on behalf of a mission-driven community healthcare organization in Rhode Island. Our client is hiring a Senior Human Resources Business Partner to serve as a strategic and hands-on generalist supporting people leaders and employees across multiple locations.
This role partners closely with site executive leadership, department heads, and clinical and administrative managers on workforce strategy, employee relations, performance management, compensation and benefits guidance, workforce planning, and organizational effectiveness. A distinguishing focus is ongoing relationship management of medical providers throughout the employee lifecycle - from post-offer through credentialing, onboarding, and long-term retention - in close partnership with Talent Acquisition. The Senior HRBP operates with a high degree of autonomy, judgment, and confidentiality and is expected to be a trusted advisor to leaders across the full range of HR matters affecting a healthcare workforce serving diverse and underserved communities.

Requirements

• Bachelor's degree in Human Resources, Business, Organizational Development, or a related field, or equivalent experience
• 10+ years of progressive HR experience, including at least 5 years as an HR Business Partner or Senior HR Generalist
• Broad generalist depth across employee relations, performance management, workforce planning, compensation and benefits partnership, and organizational effectiveness
• Experience supporting multiple sites, business units, or client groups in a matrixed environment
• Working knowledge of federal and Rhode Island employment law, including FLSA, FMLA, ADA, EEO, Rhode Island TDI/TCI, Paid Sick Leave, and salary transparency requirements
• Demonstrated experience conducting workplace investigations and managing complex employee relations matters end-to-end
• Experience partnering with leaders on compensation decisions, offer analysis, market alignment, and annual compensation cycle activities
• Proficiency with HRIS platforms Paycor preferred and advanced proficiency with Microsoft Office
• Proven ability to build trust and credibility with executive leaders, people managers, and employees at all levels
• Exceptional written and verbal communication skills, including the ability to coach, influence, and hold difficult conversations
• Sound independent judgment and discretion with highly confidential and sensitive information
• Comfort with medical terminology and a demonstrated commitment to patient-centered care for diverse and underserved populations, with authentic passion for health equity and community health

Nice To Haves

• Prior experience within a Federally Qualified Health Center, community health center, or other healthcare organization
• Experience partnering with Talent Acquisition on provider recruitment and retention, including candidate relationship management during long credentialing and pre-onboarding periods
• Experience supporting a clinical workforce, including physicians, advanced practice providers, nurses, and behavioral health clinicians
• Experience with organizational design, workforce planning, and change management
• SHRM-SCP, SPHR, or equivalent senior-level HR certification
• Familiarity with HRSA workforce reporting and FQHC compliance requirements
• Bilingual (Spanish/English or Portuguese/English)

Responsibilities

• Serve as trusted HR advisor to site executive leadership, department leaders, and people managers across assigned client groups and locations
• Translate business priorities into HR strategies and action plans; provide HR representation in leadership meetings
• Coach leaders on people management, team effectiveness, feedback, and organizational design
• Partner with senior HR leadership on enterprise HR initiatives, policy development, and cross-functional projects
• Manage employee relations investigations end-to-end, including intake, interviews, documentation, findings, and recommended actions
• Guide managers through coaching conversations, performance improvement plans, corrective action, and termination decisions in partnership with HR leadership
• Interpret and consistently apply HR policies across sites and departments
• Ensure HR practices comply with applicable federal, state, and local employment laws
• Escalate high-risk matters to senior HR leadership and legal counsel as appropriate, with thorough documentation throughout
• Coach managers on effective performance conversations, goal setting, feedback delivery, and structured performance reviews
• Support the annual performance management cycle, including calibration discussions and rating consistency across sites
• Partner with leaders on career development, succession planning, and internal mobility for high performers
• Support employee engagement initiatives, pulse surveys, and action planning based on results
• Contribute to learning and development priorities in partnership with HR leadership
• Partner with compensation and benefits colleagues on new hire offer analyses, promotions, market adjustments, and pay equity reviews
• Guide managers and employees on compensation, benefits, leave, and total rewards questions; escalate complex matters as appropriate
• Support the annual compensation review cycle, including manager coaching, communication, and delivery
• Support benefits open enrollment, new hire benefits guidance, and life-event escalations
• Partner on FLSA classification reviews and job evaluation for new and evolving roles
• Serve as a primary HR relationship partner for medical providers throughout the employee lifecycle, from post-offer acceptance through long-term retention
• Partner closely with Talent Acquisition to maintain candidate engagement during extended pre-onboarding periods (credentialing, licensure, payer enrollment) so signed providers remain warm and connected to the organization
• Support provider onboarding, orientation, and integration in partnership with hiring leaders, Credentialing, and Medical Staff Services
• Serve as an accessible, confidential HR point of contact for providers on employee relations, benefits, compensation, leave, and general HR concerns
• Partner with Talent Acquisition, Finance, and clinical leadership on provider engagement, satisfaction, and turnover analysis; contribute to retention strategies for physicians, advanced practice providers, and nurses
• Support workforce planning discussions with assigned leaders, including headcount, turnover analysis, org design, and role changes
• Partner with Talent Acquisition on hiring plans, hiring manager coaching, and offer development
• Support reorganizations, role changes, position eliminations, and reductions in force in partnership with HR leadership and legal counsel
• Provide HR support and site visibility across multiple locations; travel between sites as needed
• Partner with Payroll, Finance, Marketing, IT, and Facilities on cross-functional employee lifecycle events
• Ensure HR practices comply with EEO, FLSA, ADA, FMLA, Rhode Island TDI/TCI, Paid Sick Leave, and other applicable federal and state requirements
• Maintain accurate employee records, case documentation, and HRIS data for assigned client groups
• Support internal audits, workforce reporting, and regulatory site visits as they relate to HR practices
• Contribute to HR projects, policy updates, and compliance initiatives

Benefits

• comprehensive benefits package

What This Job Offers

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