7,379 Human Resources Business Partner jobs in the United States

Responsibilities:

What we are looking for in this role is someone who has worked in a Union environment and has experience with Labor Relations. Additionally, experience supervising other team members would be helpful.

The Human Resources Business Partner will serve as strategic partner to hospital leadership, providing expert guidance and support in all aspects of human resources management. The HRBP will collaborate closely with department heads to align HR initiatives with hospital goals, ensuring a positive and productive workplace culture. A key focus of this role will be to effectively manage relationships with unionized staff, ensuring compliance with collective bargaining agreement.

EDUCATION, EXPERIENCE, TRAINING

1. Bachelor's degree in human resources, or closely related field.

2. PHR, SPHR or relevant human resources certifications or advanced degree preferred.

3. 5 years' experience in a Human Resources, with focus on labor relations and experience working within a unionized environment.

4. Strong knowledge of labor laws, regulations, and collective bargaining processes.

5. Proven experience in employee relations, conflict resolution, and negotiation skills.

6. Demonstrated ability to work efficiently under conditions of multiple deadlines and changing priorities to produce a large volume of material with attention to detail.

7. Computer knowledge that includes Excel, Word, Outlook.

Saint Joseph Medical Center - Joliet offers competitive compensation and a comprehensive benefits package that provides employees the flexibility to tailor benefits according to their individual needs. Our Total Rewards package includes, but is not limited to, paid time off, a 401K retirement plan, medical, dental, and vision coverage, tuition reimbursement, and many more voluntary benefit options. A reasonable compensation estimate for this role, which includes estimated wages, benefits, and other forms of compensation, is $98,000.00 to $101,649.00 on an annualized basis. The exact starting compensation to be offered will be determined at the time of selecting an applicant for hire, in which a wide range of factors will be considered, including but not limited to, skillset, years of applicable experience, education, credentials and licensure.

The company is dedicated to empowering its staff with a comprehensive, competitive benefits package, allowing them the freedom to customize their benefits to fit their unique needs. Our abundant resources, programs, and voluntary options serve as a foundation for individual growth and well-being. Learn more here:

Company is an equal employment opportunity employer. Company prohibits discrimination against any applicant or employee based on race, color, sex, sexual orientation, gender identity, religion, national origin, age (subject to applicable law), disability, military status, genetic information or any other basis protected by applicable federal, state, or local laws. The Company also prohibits harassment of applicants or employees based on any of these protected categories. Know Your Rights:

Responsibilities:

What we are looking for in this role is someone who has worked in a Union environment and has experience with Labor Relations. Additionally, experience supervising other team members would be helpful.

The Human Resources Business Partner will serve as strategic partner to hospital leadership, providing expert guidance and support in all aspects of human resources management. The HRBP will collaborate closely with department heads to align HR initiatives with hospital goals, ensuring a positive and productive workplace culture. A key focus of this role will be to effectively manage relationships with unionized staff, ensuring compliance with collective bargaining agreement.

EDUCATION, EXPERIENCE, TRAINING

1. Bachelor's degree in human resources, or closely related field.

2. PHR, SPHR or relevant human resources certifications or advanced degree preferred.

3. 5 years' experience in a Human Resources, with focus on labor relations and experience working within a unionized environment.

4. Strong knowledge of labor laws, regulations, and collective bargaining processes.

5. Proven experience in employee relations, conflict resolution, and negotiation skills.

6. Demonstrated ability to work efficiently under conditions of multiple deadlines and changing priorities to produce a large volume of material with attention to detail.

7. Computer knowledge that includes Excel, Word, Outlook.

Saint Joseph Medical Center - Joliet offers competitive compensation and a comprehensive benefits package that provides employees the flexibility to tailor benefits according to their individual needs. Our Total Rewards package includes, but is not limited to, paid time off, a 401K retirement plan, medical, dental, and vision coverage, tuition reimbursement, and many more voluntary benefit options. A reasonable compensation estimate for this role, which includes estimated wages, benefits, and other forms of compensation, is $98,000.00 to $101,649.00 on an annualized basis. The exact starting compensation to be offered will be determined at the time of selecting an applicant for hire, in which a wide range of factors will be considered, including but not limited to, skillset, years of applicable experience, education, credentials and licensure.

The company is dedicated to empowering its staff with a comprehensive, competitive benefits package, allowing them the freedom to customize their benefits to fit their unique needs. Our abundant resources, programs, and voluntary options serve as a foundation for individual growth and well-being. Learn more here:

Company is an equal employment opportunity employer. Company prohibits discrimination against any applicant or employee based on race, color, sex, sexual orientation, gender identity, religion, national origin, age (subject to applicable law), disability, military status, genetic information or any other basis protected by applicable federal, state, or local laws. The Company also prohibits harassment of applicants or employees based on any of these protected categories. Know Your Rights:

This Role is ON-SITE ! Must be based in the South Bend, IN metro area.

This is a great oppotunity for an HR professional looking to take that next step in their career.

Are you a collaborative, people-first Healthcare HR professional ready to make a meaningful impact in healthcare? Join Beacon Health System as an HR Business Partner and help shape the future of our workforce through strategic support, innovative solutions, and strong partnerships with frontline leaders.

In this role, you’ll serve as a trusted advisor to managers and supervisors, working across HR pods to deliver high-impact solutions that support both human and business capital strategies.

What You’ll Do:

• Partner with frontline leaders to support employee relations, engagement, and performance
• Collaborate across HR centers of excellence on compensation, benefits, training, and more
• Provide coaching, policy guidance, and support on employment law and compliance
• Analyze HR metrics and engagement data to drive retention and workforce planning
• Support the rollout of key HR initiatives and organizational development programs

What You Bring:

• Bachelor’s degree in HR, Business, or related field
• 2-3 years of progressive HR experience in union/non-union environments
• Strong knowledge of HR law, employee relations, and organizational design
• Excellent communication, coaching, and problem-solving skills
• PHR/SPHR or SHRM-CP/SCP certification preferred

At Beacon, we live by The Beacon Way—a commitment to innovation, talent development, and performance excellence. If you're ready to grow your HR career in a mission-driven healthcare system, we’d love to connect.

NOTE: This is a full-time position and will be on-site at our corporate office in Franklin, TN.

Position Summary : The HR Business Partner (HRBP) position is responsible for aligning business objectives with employees and management in designated business units. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy about the business unit's financial position, its midrange plans, its culture, and its competition.

Essential Functions:

Employee Relations: 60%

• Provides front-line HR support to restaurant employees, helping resolve day-to-day HR issues and providing guidance on company policies and procedures.
• Manages and resolves complex employee relations issues in a timely and professional manner, conducting thorough investigations as needed. Complete thorough investigation summaries and provide recommendations to operations leaders.
• Interprets HR policies and procedures and provides guidance to employees and managers on various HR-related topics.
• Provide HR guidance on corrective actions and termination details.
• Has a strong understanding of employment laws and regulations specific to the restaurant industry and provides guidance to ensure compliance with all relevant laws and regulations.
• Provides performance management guidance to restaurant managers, including coaching, counseling, and disciplinary actions as needed.

Employee Engagement: 20%

• Participates in meetings with the restaurant management team to review operations and address HR-related concerns.
• Manage the employee stay and exit interview process to gather valuable feedback and insights from departing employees. Analyze the data to identify patterns and trends and present to operations and leadership team.
• Support semi-annual employee engagement surveys to measure employee satisfaction, engagement, and overall well-being. Partners with restaurant operations leadership to develop and implement strategies to improve employee engagement and retention.
• Analyzes restaurant-specific data and metrics to identify HR trends and develop solutions to improve employee satisfaction and retention.
• Works closely with operations to create a positive and supportive work environment, build employee morale, and drive employee productivity.
• Support succession planning process by identifying training and development opportunities for restaurant employees and partners with the training department to ensure that all employees have the necessary skills to succeed in their roles.

Administrative: 20%

• Ensure proper response to field concerns updating HCM and employee file in a timely manner.
• Maintain confidential employee files.
• Review employee file and communicate with operations approval/denial for all employees seeking to be rehired.
• Partner and communicate with recruiting team for all administrative needs and concerns.
• Performs other related duties as assigned by the Sr Director of HR.
• Audit I9 compliance partnering with operations to ensure accountability.
• Review background checks for market area
• Manage Unemployment program

Qualifications:

• 3-5 years of progressive HR Experience.
• Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee relations, diversity, performance management, and respective federal and state employment laws.
• Bachelor’s degree in Human Resources or related field preferred.
• Multi-unit business experience preferred.
• SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential preferred or ability to obtain within a year.
• Must successfully pass a background check.

Human Resources Business Partner

The HR Business Partner will serve as a strategic advisor and trusted partner to leaders across the BWE business, supporting all levels from frontline employees to executive leadership. The HRBP will play a critical role in workforce planning, organizational effectiveness, leadership development and change management.

Major Responsibilities:

• Confidante and coach for the leaders they support. Ensure alignment with business goals and that the leader is improving in their ability to manage and coach their respective teams
• Lead workforce planning, succession planning and performance management initiatives to ensure right talent is in place to meet business goals
• Provide guidance on complex employee relations issues. Conduct effective, thorough and objective investigations.
• Coach leaders on people management, team dynamics and leadership development by equipping leaders with tools and techniques to effectively manage teams, facilitate performance issues and foster accountability
• Partner closely with managers and employees across all levels to cultivate strong working relationships, create a culture of trust and collaboration
• Leverage data and insights to recommend initiatives that improve employee engagement, drive productivity, and support long-term retention.
• Support organizational design and change initiatives, including restructures, role clarity, and team effectiveness
• Participate in evaluation and monitoring of training programs to ensure success. Identify training needs for the organization as a whole as well as by business unit. Follows up to ensure training objectives are met.
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.
• Work with legal team and external resources to assist international employees with visa assignments and related HR matters.

Minimum Requirements:

• A minimum of 7 years of related HR experience preferred.
• Experience with HRIS (Workday is a plus).
• Bachelor’s degree in business, human resource management, or related field preferred.
• MBA a plus.
• HR Certification(s) (e.g. PHR, SPHR, Organizational Design) is preferred.
• Strong organizational, project management and change management skills.
• Ability to work effectively with and influence all levels of the organization.
• Sense of urgency with quality and prioritization is a must.
• Excellent critical thinking skills, problem solving and conflict resolution are necessary.
• Strong attention to detail and familiarity with the business aspects in general and the connection to HR practices.
• Proficient with Microsoft Office Suite.
• Excellent verbal and written communication skills including presentation skills.
• Strong knowledge of employment related to laws and regulations.
• Solid background in providing guidance and creative solutions to business managers on a variety of total compensation topics in partnership with the Manager of Compensation inclusive of appropriate pay levels, base pay, annual incentives, recognition, and market study analysis.

With a career at HMSHost, you really benefit! We offer:

• Health, dental and vision insurance
• Quarterly Bonus up to 25%
• Generous paid time off (vacation, flex or sick)
• Holiday pay
• Meal and Transportation Benefits
• 401(k) retirement plan with company match
• Company-paid life insurance
• Tuition reimbursement
• Employee assistance program
• Training and exciting career growth opportunities
• Referral program – refer a friend and earn a bonus

Summary

The Field HR Business Partner (HRBP) is the senior-most HR position responsible for a branch or multiple branches with substantially high sales volume within a Region that is collectively managed by a Senior Director of Operations or (SrDO). The HRBP collaborates with the SrDO on HR matters by providing both strategic and technical expertise and advice. Along with managing the overall branch/cluster HR function, the HRBP works closely with the Regional HR Director (HRD) to communicate trends, strengths, weaknesses, opportunities and threats. The HRBP is a visible and engaged partner with Operations and has regular and direct contact, both personally and through their assigned HR staff, with operations management and staff. The HRBP is accountable for executing policies, procedures, and strategies as directed by the HRD, and to develop and administer local HR policies and programs unique to the location. This is an exempt position and reports to Regional HR Director with a dotted line to the Senior Director of Operations.

Essential Functions

• Develops and maintains a position of trusted advisor to the Sr. Director of Operations.
• Advises the Sr. Director of Operations and operations managers on engagement, retention, training and discipline issues as they arise, and identifies trends and opportunities for improvement.
• Establishes and nurtures a visible and positive HR presence within the branches and among associates at all levels.
• Directs the activities of assigned HR staff to ensure Associate Relations issues and problems are addressed before their magnitude necessitates escalation.
• Establishes and maintains positive Labor relations. Participates in arbitrations, grievances, and contract negotiations, and ensures operations managers understand their CBA.
• Partners with Loss Prevention, Accounting, Supply Chain, and other departments to support operations’ objectives.
• Directs the recruiting function life-cycle at the location(s).
• Directs the delivery of on-boarding, orientation, and training.
• Regularly communicates with peers to collaborate on common challenges and opportunities.
• Regularly communicates with Regional HRD about the state of HR within assigned location(s).
• Maintains knowledge of current trends, technical, regulatory, and statutory related to the Human Resources function to ensure delivery of appropriate advice and counsel.
• Conducts confidential HR investigations.
• Ensures that all federal, state, local laws, collective bargaining agreements and corporate HR-policies are proactively managed.
• Administers individually or through the supervision of others all company and local HR policies.
• Acts as a supervisor, mentor and primary resource to other HR professionals on site

Minimum Qualifications, Knowledge, Skills, and Work Environment

• Requires a Bachelor’s degree or demonstrated equivalent
• Requires the ability to analyze information to recommend resolutions to complex problems and strategic challenges
• Requires the technical HR knowledge associated with obtaining and maintaining a HRCI SPHR certification or equivalent
• Requires 7-10 years of experience in HR with 3-5 years of HR management experience, (including the supervision of other HR staff)
• Requires demonstrated competency in the development of HR strategies and associate engagement
• Requires the ability to speak, read and comprehend instructions, correspondence and policy documents, as well as converse comfortably with associates; excellent problem-solving and writing skills
• Requires ability to build collaborative partnerships and experience working with other departments
• Requires strong working knowledge of employment-related local/state/federal regulations
• Requires proficiency with HRIS and business software/systems and have expertise in preparing documents, spreadsheets and presentations
• Requires flexibility and adaptability to manage multiple projects and manage remote direct reports, while maintaining focus on critical HR processes
• Requires the ability to lead and be a member of a team; ability to handle confidential matters with discretion
• Requires national, regional, and area travel up to 50% of the time

Equal Opportunity Employer (EOE) Minority/Female/Disabled/Veteran (M/F/D/V) Drug Free Workplace (DFW)