HR Business Partner

Job Overview

Responsibilities

• Partner with healthcare and operational leaders to enhance organizational effectiveness, workforce productivity, and business performance.
• Lead workforce planning, succession planning, and leadership development initiatives that support both current operations and future growth.
• Collaborate with leaders to design and align team structures that optimize operational efficiency, patient care delivery, and employee engagement.
• Execute talent strategies that strengthen recruitment, retention, career development, and succession pipelines for critical healthcare roles.
• Partner with leaders to identify workforce gaps, labor trends, and future staffing needs across clinical and non-clinical functions.
• Drive initiatives focused on leadership effectiveness, career growth, performance management, and talent mobility to build a high-performing workforce.
• Serve as a trusted advisor to leaders, providing strategic HR guidance and data-driven recommendations aligned with organizational goals.
• Support leaders in addressing complex workforce challenges, including employee relations matters, performance concerns, team effectiveness, and conflict resolution.
• Guide managers in navigating HR policies, labor and employment practices, compliance requirements, and best practices to ensure fair and consistent people management.
• Develop and implement programs that strengthen workplace culture, employee experience, well-being, and engagement.
• Champion initiatives that foster inclusion, belonging, and equitable workforce practices while supporting organizational objectives.
• Analyze engagement data, employee feedback, turnover trends, and workforce metrics to identify opportunities for continuous improvement.
• Anticipate workforce and organizational challenges and proactively develop solutions that improve team and operational effectiveness.
• Utilize workforce analytics and insights to inform leaders on retention risks, staffing trends, organizational health, and talent strategies.
• Design and deploy HR programs that support operational priorities, business growth, workforce sustainability, and employee well-being.
• Partner closely with HR Centers of Excellence (COEs) to deliver integrated solutions across talent acquisition, compensation, learning, employee relations, and workforce planning.
• Represent HR as a unified strategic partner, fostering cross-functional collaboration and enterprise-wide people strategies.
• Bridge operational business needs with innovative HR solutions that drive organizational success, employee engagement, and exceptional patient care outcomes.

Required Qualifications

• B.S./B.A. in human resources, business administration, related field, or equivalent
• 5+ years of progressive HR experience, preferably in an HRBP capacity
• Strong knowledge and understanding of HR best practices in organizational effectiveness, workforce planning, talent management and change management.
• Solid understanding and experience with data to drive insights along with the ability to incorporate data into actions.
• Ability to manage multiple priorities in a fast-paced environment while proactively keeping stakeholders involved and informed.

Preferred Qualifications

• Experience in healthcare is highly preferred
• M.A./M.S. in human resources, business administration, related field, or equivalent
• Master’s degree with 3+ years of HR Experience, preferably within an HRBP capacity
• Experience working in union environments
• Experience working in a highly matrixed organization
• PHR/SPHR or SHRM-CP/SHRM-SCP
• Coaching certification

Benefit Overview

Fairview offers a generous benefit package including but not limited to medical, dental, vision plans, life insurance, short-term and long-term disability insurance, PTO and Sick and Safe Time, tuition reimbursement, retirement, early access to earned wages, and more! Please follow this link foradditional information: https://www.fairview.org/careers/benefits/noncontract

Compensation Disclaimer

The posted pay range is for a 40-hour workweek (1.0 FTE). The actual rate of pay offered within this range may depend on several factors, such as FTE, skills, knowledge, relevant education, experience, and market conditions. Additionally, our organization values pay equity and considers the internal equity of our team when making any offer. Hiring at the maximum of the range is not typical. If your role is eligible for a sign-on bonus, the bonus program that is approved and in place at the time of offer, is what will be honored.

EEO Statement

EEO/Vet/Disabled: All qualified applicants will receive consideration without regard to any lawfully protected status