Human Resource Business Partner - Human Resources - Full Time - 1st Shift

The Human Resources Business Partner (HRBP) serves as a strategic advisor and consultative partner to operational leaders across the Ephraim McDowell Health system. This role aligns human capital strategies with organizational objectives to drive performance, engagement, compliance, and workforce effectiveness.

The HRBP partners with Front Line Supervisors, Directors and Senior Leaders to provide guidance in employee relations, workforce planning, talent acquisition strategy, performance management, organizational development, compensation alignment, policy interpretation, and regulatory compliance. This position exercises independent judgment, mitigates organizational risk, and influences decision-making to ensure alignment with the Organization’s mission and F.I.R.S.T. values (Friendliness, Innovation, Respect, Service, and Trust). The HRBP operates across multiple healthcare environments including the Regional Medical Center, Critical Access Hospitals, Wellness Center, Assisted Living, and Clinical environments, functioning as the primary HR advisor to assigned service lines.

1. Partners with operational leadership to align workforce strategy with business objectives.
2. Provides consultative guidance to directors and managers regarding employee relations, performance management, corrective action, investigations, and terminations.
3. Coaches leaders in effective people management, conflict resolution, and accountability practices.
4. Identifies organizational trends and recommends proactive solutions to improve engagement, retention, and performance.
5. Supports succession planning and long-term workforce development initiatives.
6. Leads and participates in assigned Human Resources and cross-functional projects, including policy initiatives, system implementations, process improvements, and workforce-related initiatives.

1. Leads and/or supports investigations related to Associate complaints, policy violations, and workplace concerns.
2. Advises leadership on legal compliance including EEOC, FMLA, ADA, wage and hour regulations, and other applicable employment laws.
3. Ensures consistent application of policies and mitigates organizational risk through sound HR guidance.
4. Analyzes turnover data, and recommends retention strategies.

1. Partners with hiring managers to assess current and future workforce needs.
2. Advises on candidate selection strategy to ensure alignment with organizational culture and performance expectations.
3. Supports strategic recruitment efforts for professional and leadership positions.
4. Facilitates internal mobility and succession discussions to promote talent development.

1. Supports leadership development initiatives and performance improvement efforts.
2. Facilitates training sessions as needed on HR-related topics.
3. Contributes to departmental and organizational performance improvement initiatives.
4. Drives engagement efforts aligned with the Organization’s mission and values.

Work is performed in a dynamic healthcare environment with frequent interruptions and varying levels of activity and stress. The role requires independent judgment and discretion in managing sensitive and confidential matters, including investigations, corrective action, and termination proceedings. The position regularly involves navigating complex, high-emotion situations requiring professionalism, composure, and sound decision-making. Minimal physical exertion is required, including occasional lifting of up to 25 pounds.

Maintains regular interaction with Associates at all levels, including Department Directors and Senior Leadership, as well as patients, visitors, vendors, and members of the general public across assigned facilities.

Proficiency in standard office software, HRIS systems, and electronic communication platforms. Demonstrated ability to analyze complex situations, evaluate options, and exercise sound independent judgment. Strong written and verbal communication skills required, including the ability to lead difficult or sensitive conversations related to investigations, corrective action, and termination. Ability to maintain strict confidentiality and perform effectively in high-pressure or emotionally charged situations.

Minimum of three (3) years progressive Human Resources experience required. Experience should include employee relations matters, performance management processes, policy interpretation, and supporting leaders in corrective action and workforce-related decisions.

An equivalent combination of education and experience will be considered. A minimum of eight (8) years of Human Resources experience may substitute for a degree.