Job Details

People Service Partner

Job Summary

The People Services Partner acts as a strategic consultant and trusted advisor to assigned client groups across multiple healthcare clinics and geographies. This role is essential for aligning people strategies with operational objectives, fostering a positive workplace culture, and driving measurable business outcomes in a complex, highly regulated healthcare environment. The PSP translates business needs into effective People Services solutions, providing expert guidance on talent management, organizational effectiveness, and regulatory compliance.

Essential Duties and Responsibilities

Strategic Partnership & Consulting:

• Serve as the primary People Services point of contact for leaders across multiple sites, offering expert counsel on a wide range of People Services matters including performance management, talent acquisition, retention, and organizational design.
• Collaborate with regional, medical, and site leadership to understand challenges and proactively recommend People Servies strategies to address them, ensuring People Services initiatives align with business goals.
• Provide coaching and support to all levels of management to improve leadership capabilities, build morale, and drive a high-performing culture.

Employee & Labor Relations:

• Manage and resolve complex employee relations issues, conducting effective, thorough, and objective investigations when necessary.
• Support leaders in addressing performance and behavior-related concerns through established processes.
• Provide guidance to teammates and leaders on non-clinical policies.
• Maintain in-depth knowledge of federal, state, and local employment laws and regulations (e.g., ADA, FMLA, EEO, Joint Commission standards) to ensure compliance and mitigate legal risks.
• Support responses to unemployment insurance claims, administrative agency charges, and employment-related litigation.

Talent Management & Workforce Planning:

• Analyze workforce trends and metrics (e.g., turnover rates, engagement scores) in partnership with People Services and appropriate partner teams (Talent Acquisition, Compensation, Benefits) to develop data-driven solutions and engagement and retention strategies.
• Guide leaders through workforce planning and succession planning processes to ensure the quality and quantity of talent in the long term.
• Support organizational design efforts, including career progression development, organization structure, and role alignment.

Change Management & Program Implementation:

• Lead or support organizational change initiatives, developing communication plans and transition strategies for restructures or new program rollouts.
• Champion diversity, equity, and inclusion initiatives within client groups, promoting a welcoming and inclusive environment across all locations.
• Collaborate with learning and development teams to identify training needs and ensure the delivery of effective development programs.
• Partner with cross-functional teams to support culture as an aspect of all training and development, provide leadership development

Required Skills and Qualifications

Education: Bachelor's degree in Human Resources, Business Administration, or a related field required; Master's degree or relevant HR certification (PHR, SPHR, SHRM-CP, or SHRM-SCP) is highly preferred.

Experience:

• Minimum of 3 years of progressive HR experience, with at least 5 years in an HR Business Partner or similar strategic role.
• Proven experience supporting a multi-site or dispersed workforce is essential.
• Experience within the healthcare industry is strongly preferred.

Skills & Abilities:

• Strong business acumen and the ability to understand complex business plans and develop impactful HR solutions in response.
• Excellent interpersonal, communication, and coaching skills, with the ability to influence and partner effectively at all organizational levels.
• Strong analytical skills and experience using HR metrics and data to drive decision-making and report on outcomes.
• Ability to manage multiple, complex priorities simultaneously and navigate ambiguity in a fast-paced environment.
• Experience with HRIS systems (Paylocity and Rippling), highly preferred and proficient with Microsoft Office Suite.

Travel Requirement

• Ability to travel frequently (up to [Percentage, e.g., 30%-40%] of the time) to assigned sites/facilities within the region.