Human Resources Business Partner

**POSITION MUST BE BASED IN CHICAGO, IL**

The Manager, Talent Operations develops, advises, and drives strategic HR initiatives in partnership with overall enterprise strategy. Responsible for a range of activities that may include aligning human capital strategy with the broader Company goals to resolve complex talent management issues, managing all aspects of employee relations to ensure the uniform and equitable application of the Company policies and practices, and providing oversight to policies and procedures setting the HR standard for current team members as well as future partnerships. Equally important, this is a hands-on role for a versatile HR leader who moves comfortably between high-level people strategy and the day-to-day operations and administration that keep the business running smoothly.

KEY RESPONSIBILITIES:

Strategic HR & Business Partnership

• Provide guidance to the Platform Team and Practices regarding best practice human capital strategies (including coaching, training, and performance management, etc.), developing process and procedures to ensure HR policies are practiced consistently and support goals and culture.

• Develop and monitor HR projects supporting the partnership growth strategy, collaborating with internal and external partners for optimal support.

• Partner with executive leadership, operations, legal, and finance teams to align workforce strategies with acquisition objectives.

Talent, Leadership & Culture

• Coach, lead, and mentor team members.

• Coach, mentor, and train leaders and supervisors on the appropriate and corrective actions necessary to turn around ineffective behaviors and performances.

• Foster alignment with the organization's mission, values, and culture while preserving key strengths of acquired practices.

• Demonstrate dedication to the mission, vision, values, and goals of the organization.

Employee Relations, Compliance & Analytics

• Develop and interpret Company-wide employee relations program goals, objectives, policies, and procedures, working in collaboration with the Platform and Practices to provide recommended course(s) of action.

• Establish, implement, communicate, and maintain best practice HR policies and procedures in compliance with Federal, State, and Local regulations.

• Provide data analytics and oversight for employee relations metrics & reporting: i.e., partnership data, turnover, ROI, employee census data, etc.

HR Operations & Administration

• Manage day-to-day HR operations and administration, including onboarding and offboarding, HRIS and employee records, payroll coordination, and benefits and leave support.

• Lead, develop, direct, and coach HR team members to leverage and optimize HRIS systems.

• Serve as the first point of contact for employee questions and requests, ensuring a responsive, high touch employee experience.

• Serving as liaison for Chicago Office location including liaison with Property Management, ensuring office supplies are stocked, planning periodic office lunches and events, and/or other communications regarding office location.

• Perform other duties as assigned.

Mergers, Acquisitions & Integration

• Act as HR subject matter expert and key advisor during acquisition due diligence and onboarding processing of team members.

• Lead the people-related due diligence process for acquisitions, identifying workforce, compliance, compensation, benefits, and organizational risks.

• Develop and execute HR integration plans to ensure a seamless transition of acquired practices into the organization.

• Lead employee communication and change management efforts to support engagement, retention, and cultural integration during transitions.

• Assess organizational structures and talent within acquired practices and provide recommendations regarding workforce planning, retention, and leadership alignment.

• Oversee the integration of HR policies, benefits, payroll, HRIS systems, and employee programs to ensure consistency and compliance across the organization.

• Monitor integration progress, employee engagement, and retention metrics, providing regular updates and recommendations to senior leadership.

QUALIFICATIONS & EXPERIENCE

Education

• Bachelor's degree in human resources, or a related field required.

Experience

• 5-7 years of progressive Human Resources leadership experience, including employee relations, talent management, organizational development, compensation, benefits, and compliance.

• Minimum 3–5 years of leadership experience managing HR teams and functions. • Experience supporting multi-site organizations, preferably within healthcare, physician practice management, dental, veterinary, or other MSO environments.

• Demonstrated experience leading workforce integration efforts related to mergers, acquisitions, practice transitions, or organizational growth initiatives.

• Experience partnering with executive leadership to develop and implement people strategies that support business objectives.

• Strong background in change management, employee engagement, culture development, and talent retention.

• Experience overseeing HRIS, payroll, benefits administration, and HR process optimization.

• Working knowledge of federal, state, and local employment laws and HR compliance requirements.

KNOWLEDGE, SKILLS & ABILITIES

• Strong business acumen and ability to align people strategies with organizational growth objectives.

• Proven ability to lead organizational change and manage complex integration initiatives.

• Excellent leadership, coaching, and relationship-building skills.

• Strong communication and presentation skills with the ability to influence stakeholders at all levels.

• Ability to manage multiple priorities in a fast-paced, growth-oriented environment.

• Strong analytical and problem-solving skills with experience utilizing workforce data and metrics to drive decision-making.

• Demonstrated commitment to fostering a positive, inclusive, and high-performing workplace culture.

PREFERRED MSO-SPECIFIC EXPERIENCE

• Experience supporting physician practice, ambulatory care, dental, behavioral health, or other healthcare service organizations.

• Experience conducting HR due diligence and post-acquisition integration planning.

• Familiarity with provider and clinical workforce management.

• Experience scaling HR functions in rapidly growing organizations through acquisitions and de novo growth.