Human Resources Business Partner

The Manager, Human Resources Business Partner (HRBP) serves as a trusted advisor to leaders and employees across assigned business areas. Working closely with senior HR leaders, this role helps implement people strategies that support business objectives, employee engagement, leadership effectiveness, and organizational growth. The HRBP provides consultation on employee relations, performance management, talent development, workforce planning, and organizational effectiveness. This role is ideal for an HR professional who has a strong generalist foundation and is ready to expand their strategic business partnership capabilities in a fast-paced, mission-driven healthcare environment. Herself Health is building a new model of primary care for women 65+. This is a remote position with a home-based work location. Preference will be given to Minnesota-based candidates given the partnership required with local clinic leaders and teams. Occasional travel (up to 15%) for leadership meetings, team gatherings, training sessions, and company events. Standard business hours Monday through Friday, with flexibility to support business needs across multiple time zones.

Responsibilities

Partner with leaders to understand business priorities and develop people strategies that support organizational objectives; Provide coaching and consultation on workforce planning, organizational design, talent development, succession planning, and employee engagement; Serve as a trusted advisor to leaders regarding organizational effectiveness, team dynamics, change management, and culture initiatives; Support leaders in navigating growth, transformation, and evolving business needs; Guide leaders through complex employee relations matters, investigations, performance concerns, corrective actions, and workplace conflict; Partner with leaders to ensure consistent application of company policies, employment practices, and performance expectations; Identify emerging employee relations trends and proactively recommend solutions; Reduce organizational risk by ensuring compliance with federal, state, and local employment laws; Analyze turnover, engagement, retention, and workforce data to identify trends and recommend action plans; Partner with Talent Acquisition to address hiring challenges, workforce shortages, and retention barriers; Support employee listening strategies, engagement initiatives, and action planning efforts; Collaborate on talent review, succession planning, and career development programs; Support onsite New Hire Orientation sessions with incoming hires; Coach leaders at multiple levels on people leadership, change management, team effectiveness, and employee development; Design and facilitate leadership training and development programs; Support implementation of leadership expectations, performance management processes, and culture initiatives; Recommend and implement interventions that strengthen leadership capability and team performance; Support organizational restructuring, role design, workforce planning, and strategic growth initiatives; Provide change management consultation during organizational transformations; Assist leaders in developing communication and implementation plans for organizational changes; Partner with Finance and business leaders on workforce planning activities and organizational forecasting; Collaborate closely with Talent Acquisition, Total Rewards, Learning & Development, Payroll, Benefits, HRIS, and Compliance teams; Support Talent Acquisition in New Hire Orientation and onboarding efforts during first week of new hire employment; Lead or participate in enterprise-wide HR initiatives and special projects; Utilize data, metrics, and reporting to support decision-making and measure effectiveness of people programs; Promote a positive employee experience across the organization

Requirements

Bachelor's degree in Human Resources, Business Administration, Healthcare Administration, Organizational Development, or a related field; Minimum of three (3) years of Human Resources experience in Human Resources Business Partnership, Employee Relations, Talent Management, Employee Engagement, Organizational Development, or Performance Management; Working knowledge of federal, state, and local employment laws and HR best practices; Experience supporting leaders with employee relations, performance management, and workforce matters; Strong communication, consulting, and relationship-building skills; Ability to analyze data, identify trends, and recommend practical solutions; Proficiency with Microsoft Office Suite and HR systems; Strong business acumen and critical thinking capabilities; Ability to balance employee advocacy with business needs; Excellent coaching, consulting, influence, and relationship-building skills; Advanced conflict resolution and problem-solving skills; Skilled in facilitating difficult conversations and navigating ambiguity; Demonstrated project management and execution skills; Ability to manage competing priorities and meet deadlines in a fast-paced environment; Strong collaboration skills across multiple departments and stakeholder groups; Commitment to maintaining confidentiality and handling sensitive matters with discretion; Legally authorized to work in the United States; Able to travel from time to time to Minneapolis-area clinics

Nice to have

Healthcare, physician practice, value-based care, or multi-site healthcare experience; Experience supporting a geographically dispersed or remote workforce; Exposure to organizational change management, workforce planning, or leadership development initiatives; One of the following certifications preferred at hire or required within one year of employment: SHRM Certified Professional (SHRM-CP), Professional in Human Resources (PHR), SHRM Senior Certified Professional (SHRM-SCP), Senior Professional in Human Resources (SPHR)

Benefits

10% annual bonus target