What are the responsibilities and job description for the Human Resources Business Partner position at Alliance Physical Therapy Partners?
Status: Full-Time, Hybrid - (Tuesday, Wednesday, Thursday on-site)
About Us:
Alliance Physical Therapy Partners (APTP) is a national physical therapy operator and provider of industrial injury prevention services, with annual revenue in excess of $130MM and total headcount of approximately 1,500 employees. APTP has 16 distinct outpatient physical therapy brands comprising 140 locations and a network of 500 licensed clinicians. In addition to operating a network of outpatient clinics, APTP partners with various industries by providing on-site injury prevention services.
Founded in 2017 and headquartered in Grand Rapids, Michigan, APTP is committed toward delivering quality and compassionate services for patients nationwide. APTP views every patient and employee interaction as an opportunity to help that person reach their goals and provides the necessary resources to assist all individuals in achieving those goals.
The company was founded by and continues to be led by patient-focused physical therapists who work to transform the traditional healthcare experience by infusing innovation and passion so that more people can enjoy the benefits of physical therapy and injury prevention services.
Mission
The HR Business Partner (HRBP) position is responsible for aligning business objectives with employees and management in designated business units. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy about the business unit's financial position, its midrange plans, its culture and its competition.
What You’ll Do
As an HR Business Partner, the role involves collaborating closely with business leaders to understand their needs and align HR strategies and solutions with their goals. This includes developing positive working relationships and business partnerships within designated offices and throughout the company. The HR Business Partner provides guidance and support to business partners on HR policies, procedures, and best practices. They work with HR departments to implement, administer, educate, and deliver HR services, programs, training, and policies that support business units and HR objectives. Additionally, they offer guidance and support to managers on performance management and coaching.
Managing employee relations is a key aspect of the role, involving investigation and developing solutions for fair and timely conflict resolution. The HR Business Partner supports talent management initiatives, including workforce planning, succession planning, and leadership development. They collaborate with office leadership teams to identify employee development and training needs, creating and implementing plans to address those needs. Furthermore, they partner with the business to routinely analyze compensation and provide guidance to maintain or support external competitiveness and internal equity.
Ensuring compliance with HR-related legal requirements, including labor laws and regulations, is another critical responsibility. The HR Business Partner analyzes HR data and metrics to identify trends and opportunities for improvement, regularly evaluating data and providing analytics to assigned groups. They conduct exit interviews, analyze turnover trends, and work with leadership to develop strategies to increase engagement and retention. Participation in the development and implementation of HR programs and initiatives is also part of the role. Regular status updates are provided to HR leadership on the HR Business Partner’s progress and impact on the business units. Additionally, they perform other duties as assigned.
Duties/Responsibilities
About Us:
Alliance Physical Therapy Partners (APTP) is a national physical therapy operator and provider of industrial injury prevention services, with annual revenue in excess of $130MM and total headcount of approximately 1,500 employees. APTP has 16 distinct outpatient physical therapy brands comprising 140 locations and a network of 500 licensed clinicians. In addition to operating a network of outpatient clinics, APTP partners with various industries by providing on-site injury prevention services.
Founded in 2017 and headquartered in Grand Rapids, Michigan, APTP is committed toward delivering quality and compassionate services for patients nationwide. APTP views every patient and employee interaction as an opportunity to help that person reach their goals and provides the necessary resources to assist all individuals in achieving those goals.
The company was founded by and continues to be led by patient-focused physical therapists who work to transform the traditional healthcare experience by infusing innovation and passion so that more people can enjoy the benefits of physical therapy and injury prevention services.
Mission
The HR Business Partner (HRBP) position is responsible for aligning business objectives with employees and management in designated business units. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy about the business unit's financial position, its midrange plans, its culture and its competition.
What You’ll Do
As an HR Business Partner, the role involves collaborating closely with business leaders to understand their needs and align HR strategies and solutions with their goals. This includes developing positive working relationships and business partnerships within designated offices and throughout the company. The HR Business Partner provides guidance and support to business partners on HR policies, procedures, and best practices. They work with HR departments to implement, administer, educate, and deliver HR services, programs, training, and policies that support business units and HR objectives. Additionally, they offer guidance and support to managers on performance management and coaching.
Managing employee relations is a key aspect of the role, involving investigation and developing solutions for fair and timely conflict resolution. The HR Business Partner supports talent management initiatives, including workforce planning, succession planning, and leadership development. They collaborate with office leadership teams to identify employee development and training needs, creating and implementing plans to address those needs. Furthermore, they partner with the business to routinely analyze compensation and provide guidance to maintain or support external competitiveness and internal equity.
Ensuring compliance with HR-related legal requirements, including labor laws and regulations, is another critical responsibility. The HR Business Partner analyzes HR data and metrics to identify trends and opportunities for improvement, regularly evaluating data and providing analytics to assigned groups. They conduct exit interviews, analyze turnover trends, and work with leadership to develop strategies to increase engagement and retention. Participation in the development and implementation of HR programs and initiatives is also part of the role. Regular status updates are provided to HR leadership on the HR Business Partner’s progress and impact on the business units. Additionally, they perform other duties as assigned.
Duties/Responsibilities
- Conducts frequent meetings with respective business partners.
- Consults with leaders and managers, providing HR guidance when appropriate.
- Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies.
- Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations.
- Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.
- Provides day-to-day performance management guidance to management (e.g., coaching, counseling, career development, disciplinary actions).
- Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
- Provides HR policy guidance and interpretation.
- Provides guidance and input on business restructures, workforce planning and succession planning.
- Identifies training needs for business units and individual executive coaching needs.
- Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.
- Performs other related duties as assigned.
- Excellent verbal and written communication skills.
- Excellent interpersonal and customer service skills.
- Excellent organizational skills and attention to detail.
- Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
- Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.
- Excellent time management skills with a proven ability to meet deadlines.
- Strong analytical and problem-solving skills.
- Proficient with Microsoft Office Suite or related software.
- Strategic Vision: Ability to align HR strategies with the overall business goals of the healthcare organization. Proficiency in developing and implementing strategic HR plans.
- Leadership and Influence: Strong leadership skills to inspire and guide HR teams, and the ability to influence senior management and stakeholders.
- Employee Relations: Proficiency in creating and implementing training and development programs to enhance employee skills and career growth.
- HR Analytics & Data-Driven Decision Making: Strong analytical and problem-solving skills. Competence in using HR metrics and analytics to inform decision-making and to measure the effectiveness of HR initiatives.
- Change Management: Capability to lead and manage organizational change, ensuring smooth transitions and minimal disruption.
- Compliance and Ethics: Ensuring all practices comply with healthcare regulations, ethical standards and best practice.
- Communication Skills: Excellent communication skills to effectively convey HR policies and initiatives to all levels of the organization.
- Minimum of 5 years of experience resolving complex employee relations issues.
- Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state respective employment laws.
- Bachelor's degree preferred.
- SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential or ability to obtain certification within one year of employment
- Prolonged periods of sitting at a desk and working on a computer.
- Must be able to lift up to 15 pounds at times.
- Bachelor's degree in Human Resources, Business or relevant field and 5 years of relevant human resources experience
- Has in-depth knowledge of the HR function and processes.
- Seeks to understand the operations of the business, how the business generates revenue and how work gets done within the organization.
- Able to react quickly to solve problems and execute essential day-to-day HR activities.
- Partner with leaders to identify and execute organization changes and communication plans.
- Engages with business leaders to understand the talent needs required to support future growth (e.g., staffing plans).
- Interprets basic data visualizations (charts, tables, etc.) to make comparisons and draw conclusions.
- Identifies and delivers data that is most critical to stakeholders’ priorities.
- Recognize patterns and trends and able to recommend adjustments to existing plans.
- Ask probing questions and effectively discover symptoms and root causes of problems.
- Report and manage risks that have been identified through internal operations or the external market.
- Understands how work is distributed within the HR function (e.g., between COEs and HRBPs) and effectively utilizes and supports COEs
- Must have the ability to travel up to 10% of the time