HR Business Partner

The role of the Business Partner is to be the primary contact for Supervisors and
Managers regarding employee relations concerns, performance management activities, employment status
changes, and termination activities. The Business Partner will coach and counsel department managers and
supervisors regarding interpretation and application of Human Resources policies, procedures, and overall
compliance with state and federal regulations. The Business Partner will also monitor and promote health and
wellness activities, work-life balance efforts, and employee satisfaction across all departments and locations in
effort to create opens line of communication throughout the organization.

ESSENTIAL FUNCTIONS:

• Provides coaching and counseling and performance management guidance for Supervisors and

Managers and provides instruction on correction action documents and actions as appropriate.

• Conducts monthly workplace assessments at clinic site locations to monitor employee satisfaction and

overall health and wellness.

• Assists in implementing policies and procedures for all locations and reviews various employee

action/status change forms and documentation for quality and compliance

• Assists in processing status changes for internal transfers of staff, including updating the records in

HRIS and notifying the HR department.

• Reviews performance evaluations for accuracy, consistency, compliance, and for corrective action

activities and inputs forms and compensation changes into the HRIS system. Provides feedback to HR
Manager for proactive training measures across the organization.

• Manages end stage corrective action efforts leading up to and through termination of employment.

Conducts exit interviews for terminating employees. Evaluates exit interview information, identifying
retention and any employee relations problems.

• Assists HR Manager with ad-hoc and regular reporting to monitor and address workplace issues,

coordinates ongoing employee engagement surveys, and manages various departmental and HRIS
audits as necessary

• Acts as the first line contact with Supervisors and Managers for employee relations concerns and

workplace investigations. Facilitates ER intakes, conducts fact finding interviews, and partners with
HR Manager to develop an investigative resolution plan.

• Works with front line employees regarding workplace concerns or differences arising during the course

of employment. May assist in the investigation of alleged discrimination based on race, sex, age, color,
religion, national origin, and physical/mental disabilities, filed with various federal, state and local
governments.

• Serves on various committees including but not limited to practice/project management & new office

development meetings.

• Coordinates special events and works closely with administration, performing various administrative

tasks and special projects.

• Handles other duties as assigned or needed.

Minimum Education Professional Certificate in Human Resources Management (PHR) and
High School Diploma or Equivalent.
Preferred Education SPHR, SHRM CP or SCP (or similar HR certification) with Bachelor’s
Degree in related field
Minimum Experience 5 - 7 Years in Human Resources
Preferred Experience 8 Years in Human Resources in Healthcare or related organization