Senior People & Culture Business Partner

Essen Medical Associates•Bronx, NY

About The Position

Essen Health Care is seeking a Senior People & Culture Business Partner to partner with leaders and employees in building an engaged, accountable, and productive workplace. The role translates business priorities into practical people strategies supporting employee relations, performance management, retention, organizational development, and a positive workplace culture. The position serves as a trusted advisor to assigned departments, providing hands-on guidance on workforce challenges while supporting consistent application of organizational policies and employment practices. Essen Health Care is a privately held, multispecialty medical group in New York with more than 50 locations and more than 500 providers. It delivers urgent, primary, and specialty care, along with nursing home support, care management, and in-home care. Its Population Health model provides care in person, at home, and via telehealth.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field.
At least five years of progressive HR experience, including substantial experience advising managers and handling employee relations matters.
Demonstrated experience leading HR initiatives, coaching leaders, and supporting organizational change.
Strong knowledge of employment laws and HR practices.
Experience conducting workplace investigations and managing sensitive employee matters.
Proficiency in HR systems and Microsoft Office, particularly Excel.
Sound judgment, discretion, and confidentiality.
Strong relationship-building and conflict-resolution skills.
Clear written and verbal communication.
Ability to balance employee needs with operational priorities.
Strong organizational skills and attention to detail.
Analytical thinking and practical problem-solving.
Ability to manage competing priorities and follow through on commitments.

Nice To Haves

Master’s degree or HR certification, such as SHRM-CP, SHRM-SCP, PHR, or SPHR.
Healthcare or other complex, multisite organizational experience.
Familiarity with New York employment requirements.
Prior experience mentoring staff or leading teams or projects.

Responsibilities

Partner with department leaders to understand operational priorities and develop people strategies that support organizational goals and patient care.
Advise managers on staffing needs, team structure, employee development, succession planning, and retention.
Collaborate with Talent Acquisition on hiring priorities, position requirements, and workforce planning.
Use workforce data to identify trends, recommend solutions, and evaluate results.
Serve as a primary resource for employee concerns and workplace issues in assigned departments.
Conduct timely, thorough, and impartial investigations while maintaining appropriate documentation and confidentiality.
Coach managers on conflict resolution, employee communication, corrective action, and disciplinary matters.
Partner with Legal and People & Culture leadership on complex or sensitive matters, promoting fair and consistent treatment across departments.
Support performance review cycles, goal setting, and ongoing feedback; guide managers in addressing performance concerns and developing measurable improvement plans.
Identify training needs and coordinate development opportunities with appropriate partners.
Coach leaders on accountability, communication, and effective team management.
Develop and support initiatives to strengthen employee engagement, recognition, satisfaction, and retention.
Analyze employee surveys, exit interviews, and other feedback; partner with leaders on department-level action plans and monitor their progress.
Reinforce Essen’s values through everyday management practices and employee communications, and support an inclusive workplace where employees feel respected and heard.
Support organizational changes, including restructuring, leadership transitions, and workflow improvements; help leaders communicate changes and address their impact on employees.
Identify opportunities to improve team effectiveness and collaboration across clinical and administrative functions.
Ensure employment practices align with applicable federal, state, and local requirements; interpret and consistently apply policies and recommend updates as needed.
Coordinate with Payroll, Benefits, Talent Acquisition, and other teams on employee changes and related processes.
Maintain accurate employee documentation and records in HR systems; monitor turnover, retention, attendance, and employee relations trends.
Contribute to People & Culture projects, process improvements, and effective use of departmental resources.
Mentor People & Culture team members, share best practices, support consistent service delivery and collaboration, and lead assigned projects from planning through completion.