Human Resources Business Partner

Position Summary

The Human Resources Business Partner (HRBP) is a strategic HR partner responsible for delivering a consistent, positive, and development-focused employee experience across the organization. Guided by the mission of Deaconess to advance the health and well-being of our community with a compassionate and caring spirit, this role integrates employee relations and talent development to support leaders and employees.

The HRBP serves as a trusted advisor, balancing employee advocacy, organizational values, and business needs while supporting Deaconess’ goal to be the preferred regional health care partner for all.

Key Responsibilities

Employee Relations & Workplace Support

• Serve as a primary point of contact for employee relations matters including performance management, workplace conflict, investigations, policy interpretation, and corrective action.
• Coach leaders on documentation, performance improvement, conflict resolution, and respectful workplace practices.
• Conduct or support fair, timely, and confidential investigations in compliance with employment laws and organizational policies.
• Identify trends in employee relations issues and recommend proactive, mission-aligned solutions.
• Partner with Legal, Compliance, and HR leadership on complex matters as needed.

Talent Development & Growth

• Partner with leaders and HR colleagues to assess development needs and support learning and development initiatives.
• Support leadership and employee development programs including onboarding, role transitions, performance development, and career pathways.
• Coach leaders on talent planning and development conversations.
• Promote a culture of continuous learning, feedback, and growth.

Employee Experience & Engagement

• Champion fair, consistent, and human-centered people practices across the employee lifecycle.
• Support employee listening strategies and translate insights into engagement and development actions.
• Partner with leaders during organizational change to support communication and employee well-being.

Data & Insights-Driven Decision Making

• Use data to inform employee relations strategies, talent development initiatives, and employee experience improvements.
• Analyze trends from employee relations cases, engagement surveys, listening sessions, and workforce metrics to identify root causes and recommend targeted actions.
• Translate data and insights into clear, actionable recommendations for leaders that support engagement, development, retention, and organizational health.
• Partner with HR colleagues to measure the effectiveness of employee experience and development initiatives and adjust approaches based on outcomes.
• Support a culture of continuous improvement by using data to proactively address risks, improve processes, and enhance the employee experience.

Partnership & Consulting

• Act as a consultative partner to leaders, balancing business needs, employee experience, and risk mitigation.
• Collaborate with HR Leaders and Centers of Excellence to deliver a cohesive employee experience.
• Serve as a connector between employees, leaders, and HR teams.

Continuous Improvement & Stewardship

• Ensure practices are applied consistently and equitably.
• Stay current on employment law, healthcare workforce trends, and talent development best practices.
• Recommend improvements to HR processes and programs.

Qualifications

Required

• Bachelor’s degree in Human Resources, Organizational Development, Business, or related field.
• 2+ years of progressive HR experience with employee relations and/or talent development focus.
• Experience handling complex employee relations issues.
• Strong coaching, communication, and relationship-building skills.
• Ability to manage sensitive situations with discretion and empathy.

Preferred

• • Healthcare or mission-driven organization experience.
  • Knowledge of employment law and investigations.
  • Experience supporting organizational change.
  • SHRM-CP, SHRM-SCP, PHR, or similar certification.