Sr. Human Resources Business Partner (Atlantic Medical Group)

Atlantic Health System • Morristown, NJ

3d

About The Position

Senior HR Business Partner (Atlantic Medical Group) Role Overview The Senior HR Business Partner (HRBP) serves as a trusted advisor and strategic partner to senior leadership, driving enterprise-wide people strategies that enable business success. This role combines strategic thinking with hands-on execution, influencing organizational design, talent development, and cultural transformation across all locations within the Atlantic Health. The Senior HRBP will leverage data-driven insights, foster an inclusive workplace, and champion innovative HR practices to enhance workforce experience and organizational performance.

Requirements

• Bachelor's degree required; Master's degree (MBA or HRM) preferred.
• 7 plus years of progressive HR experience, including at least 3 years in a strategic HRBP or HR COE leadership role.
• Proven ability to influence senior leaders and drive enterprise-level initiatives.
• Expertise in organizational development, change management, and workforce planning.
• Strong business acumen with experience in complex, fast-paced environments.
• Advanced proficiency in HR analytics and technology platforms.
• Demonstrated success in leading DEI and employee engagement strategies.

Responsibilities

• Strategic Alignment & Workforce Planning Partner with senior leaders to align HR strategies with business objectives, ensuring workforce plans support short- and long-term goals. Utilize people analytics to identify trends, predict talent needs, and inform decision-making.
• Engagement Excellence Design and implement strategies to achieve top-decile employee engagement scores, leveraging data from engagement surveys and benchmarking against industry standards. Partner with leaders to create action plans that address trust, respect, and psychological safety—key drivers of engagement. Facilitate listening sessions and feedback loops to ensure frontline voices inform organizational decisions. Embed recognition programs and career development pathways that reinforce a culture of appreciation and growth. Use predictive analytics to identify engagement risk areas and proactively intervene.
• Organizational Development & Change Leadership Lead organizational design initiatives and facilitate change management using proven methodologies. Drive cultural transformation initiatives that promote trust, respect, and psychological safety.
• Talent Management & Leadership Development Coach executives and people leaders on talent strategy, succession planning, and leadership effectiveness. Oversee enterprise talent reviews and implement development programs to build future-ready leadership capabilities.
• Healthcare & Patient Experience Integration Align workforce strategies with patient experience goals, ensuring team member engagement directly impacts quality of care and patient satisfaction metrics (e.g., HCAHPS scores). Collaborate with clinical and operational leaders to integrate HR initiatives into patient-centered care models. Drive training and development programs that enhance empathy, communication, and cultural competence among caregivers. Support initiatives that reduce burnout and improve well-being for clinical staff, recognizing the link between caregiver resilience and patient outcomes. Champion interdisciplinary collaboration to create a seamless experience for patients and families.
• HR Excellence & Compliance Ensure compliance with employment laws and regulations while applying best practices to mitigate risk. Drive continuous improvement in HR processes, leveraging technology and automation for efficiency.
• Data-Driven Decision Making Use HR metrics and analytics to measure impact of programs and recommend actionable insights to leadership.

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level
• Number of Employees: 5,001-10,000 employees