Sr. Human Resources Business Partner (Morristown Medical Center)

Atlantic Health•Morristown, NJ

About The Position

Senior HR Business Partner (Supporting Morristown Medical Center and System Service Lines) 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.

Responsibilities

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.
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.
Lead organizational design initiatives and facilitate change management using proven methodologies.
Drive cultural transformation initiatives that promote trust, respect, and psychological safety.
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.
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.
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.
Use HR metrics and analytics to measure impact of programs and recommend actionable insights to leadership.