SHS-HR BUSINESS PARTNER

Sparrow•Lansing, MI

About The Position

The Human Resources Business Partner (HRBP) serves as a strategic advisor to leaders within assigned service areas. In alignment with the regional HR operating model, the HRBP focuses on workforce strategy, organizational effectiveness, leadership coaching and development, systemic risk reduction and bridging the gap between operational alignment and labor strategy. This role is designed to operate in a complex, regulated healthcare environment and requires strong business acumen, executive presence, and the ability to translate organizational strategy into people outcomes.

Requirements

Minimum of three years progressive HR business partner, HR generalist or related experience.
Minimum of three years Employee relations experience.
Bachelor’s Degree and a minimum of 3 years of experience OR associate’s degree and a minimum of 5 years’ experience OR HS Diploma and a minimum of 7 years’ experience
Demonstrated ability to build consultative, collaborative relationships with leaders and co-workers at all levels.
Demonstrated ability to identify and assess human capital needs and work collaboratively to develop and implement value-added solutions.
Strong communication and organizational skills.
Demonstrated change management skills.
Proven ability to manage multiple projects simultaneously.
Demonstrated high levels of confidentiality and discretion.
Excellent analysis and decision-making skills.
Solid knowledge of employment laws and regulations governing HR programs.
Demonstrates ability to use a keyboard as may be required to perform the essential duties of the job.

Nice To Haves

Possesses or obtains Strategic HRBP certification, or similar, preferred.
Collective bargaining unit experience preferred.
Human resource generalist or labor relations experience in a unionized organization, preferred.
Previous experience in a health care organization, preferred.
Advanced degree in human resources, business or related field, preferred.

Responsibilities

Act as a trusted strategic advisor to executive, senior, and department leaders, aligning workforce strategies with operational, clinical, and financial objectives.
Lead workforce planning efforts, including staffing models, labor forecasting, vacancy planning, and future-state workforce needs across assigned service lines.
Partners with leaders on organizational design, restructuring, role clarity, span-of-control optimization, and operating model changes to support care delivery and business performance.
Provide targeted coaching to leaders on leadership effectiveness, change leadership, decision-making, and organizational impact.
Serve as the HR lead for large-scale change initiatives, ensuring effective change planning, communication, leader readiness, and workforce engagement.
Collaborate with Labor Relations to align workforce and organizational strategies with union environments, collective bargaining considerations, and labor risk mitigation.
Partner with leaders and HR Centers of Excellence to support succession planning, leadership development, critical role identification, and internal talent movement.
Identify systemic workforce risks and recurring people issues through trend analysis, escalation insights, and cross-functional collaboration to recommend proactive interventions.
Uphold and reinforce the HR operating model by ensuring proper intake, triage, and escalation of employee issues utilizing the HR Generalists as needed for casework.
Leverage workforce data, metrics, and insights to inform leader decisions related to labor costs, turnover, engagement, and productivity.
Partner closely with Labor Relations, Legal, Finance, and HR Centers of Excellence to deliver integrated, regionally aligned solutions.
Communicate clearly and confidently with leadership, presenting workforce insights, risks, and recommendations in a concise, business-focused manner.