5,679 Strategic Hr jobs in the United States

Sony Electronics Inc. islooking for the risk-takers, the collaborators, the inspired and the inspirational. We want the people who are brave enough to work at the cutting edge and create solutions that will enrich and improve the lives of people across the globe. In addition to competitive pay and benefits, we offer an environment and culture that promotes Diversity, Equity and Inclusion. In addition, our team members enjoy innovative work-life balance opportunities including a hybrid home / office workplace, monthly “Free Fridays”, and early shutdowns on Fridays throughout the year (including half-days during the summer). So, if you want to join a “Best Place to Work” company and make the world say wow, let's talk. Job Overview : Are you a strategic HR leader with a passion for driving business success through talent management? Sony Electronics is looking for a Senior Strategic HR Business Partner to join our North American headquarters in San Diego, CA. In this leadership role, you’ll help bring talent strategies to life, ensuring that our HR practices align with business goals and contribute to sustained organizational growth. This position offers the opportunity for career advancement within the HR organization, working closely with senior leaders to shape the future of talent across the company. As a Strategic HR Business Partner, you’ll work hand-in-hand with business executives, management, and employees to execute high-impact HR strategies and provide day-to-day HR support. You’ll also lead and mentor HR professionals, guiding them in areas such as talent development, employee relations, performance management, and organizational change. Key Responsibilities : Strategic HR Leadership : Translate business strategies and organizational challenges into impactful HR solutions that drive results. You will shape HR initiatives that balance company goals with the specific needs of the client groups, ensuring alignment and maximizing business impact. Talent and Workforce Planning : Partner with business leaders to anticipate long-term HR needs and provide strategic insight in areas such as organizational development, talent management, and workforce planning. You will drive change management initiatives and help navigate complex business transformations and restructurings. Performance & Talent Management : Lead talent assessments, such as 9-box reviews, succession planning, and development planning. Help guide leaders in identifying high-potential employees and create individualized development plans to ensure continued growth and engagement. Employee Relations & HR Generalist Support : Act as a trusted advisor for performance management, employee relations, and conflict resolution. You’ll oversee investigations, ensuring compliance with company policies and labor laws, while fostering a positive work environment. Data-Driven HR Insights : Utilize talent analytics, dashboards, and HR metrics to drive decision-making and performance within client groups. Work with senior leaders and HR Centers of Excellence (COEs) to develop a holistic approach to talent management and organizational effectiveness. Cross-Functional Collaboration : Collaborate with HR COEs to implement key corporate-wide initiatives and provide feedback to help refine and optimize HR programs. You’ll ensure the HR strategy is continuously evolving to meet the needs of the business. Leadership and Coaching : Manage, mentor, and coach HR business partners and generalists, supporting their professional development and helping them thrive in their roles. You’ll be a leader within the HR team, driving a culture of collaboration, innovation, and high performance. Project and Program Leadership : Lead enterprise-level HR projects and programs across Sony North America, ensuring successful execution and alignment with business objectives. Additional Responsibilities : You may take on other HR initiatives or leadership roles, including HR compliance, Canada lead, or spearheading specific HR projects as needed. What You Bring : Proven experience as a strategic HR leader, with a strong background in talent management, organizational development, and change management. Ability to turn business challenges into actionable HR strategies that drive measurable business outcomes. A data-driven mindset with experience using HR analytics to guide decision-making and improve performance. Exceptional communication and interpersonal skills, with the ability to influence and collaborate with senior leaders across the organization. Strong leadership abilities, including experience managing, mentoring, and developing HR professionals. Knowledge of labor laws and HR best practices, with a focus on compliance and employee relations. Minimum Qualifications : Bachelor's Degree or equivalent with an emphasis in a related discipline such as Human Resources or Organizational Development. Strong business acumen with minimum of 7 years of related experience as a HR Manager, Business Partner. Demonstrated strategic HRBP experience, independently solving complex problems or problems where precedent may not exist; or requires looking beyond policy and taking new perspectives on existing solutions, using best practices and knowledge of internal or external business issues to improve products / services or processes while maintaining Company integrity and minimizing risk. Talent Insights experience, using a variety of data analytical frameworks to influence decisions. Prior experience developing and implementing organizational development and engagement strategies in a complex, dynamic organization. Strong consultative, diagnostic, organizational, problem solving, analytic and facilitation skills. Strong leader of people with exceptional coaching and mentoring skills. Working knowledge of talent programs, learning / development, performance management, succession planning. Exceptional verbal and written communications skills with the ability to communicate effectively at all levels within the organization to coach, influence, facilitate, present and inspire. Proficiency in MS Office (Word, Excel, PowerPoint) Previous supervisory experience, 2+ years in managing HR team is required Preferred Qualifications : Certifications in Korn Ferry suite of tools (Leadership Architect; 360 assessments, Talking Talent, etc.) is a plus. The anticipated annual base salary for this position is $127,773 to $170,365. This range does not include any other compensation components or other benefits that an individual may be eligible for. The actual base salary offered depends on a variety of factors, which may include as applicable, the qualifications of the individual applicant for the position, years of relevant experience, specific and unique skills, level of education attained, certifications or other professional licenses held, and the location in which the applicant lives and / or from which they will be performing the job. In addition to a competitive base salary this position is also eligible for a bonus, and a comprehensive benefits package including healthcare benefits (medical, dental, and vision), paid medical leave after three months of employment, a 401k plan with matching company contributions, vacation time, education assistance, student loan assistance program, eighty hours of paid sick leave time annually, and up to twelve weeks paid parental leave. #J-18808-Ljbffr

• Partner with business leaders to understand strategic objectives and develop workforce plans that align with long-term goals.
• Lead organizational design initiatives to ensure optimal team structures, role clarity, and scalability.
• Analyze workforce data and trends to inform talent strategies and identify capability gaps, partnering with the Centers of HR Excellence, such as Talent Acquisition, Learning Development, and Compensation.
• Collaborate with Finance and Operations to align headcount planning with budget and business forecasts.
• Support change management efforts related to organizational transformation and growth.
• Facilitate strategic talent reviews and succession planning processes.

• Champion a coaching-first culture by guiding leaders through Employee Relations matters, ensuring escalation is reserved for complex or unresolved issues.
• Act as a coach and advisor to leaders on leadership effectiveness, team dynamics, and talent development.
• Provide strategic guidance on talent management, including succession planning, high-potential development, and leadership coaching.
• Collaborate with HR Centers of Excellence to design and execute talent plans and organizational development strategies.
• Partner with leadership to develop hiring and development plans that support business objectives.
• Promote HR best practices across the function and ensure alignment of HR initiatives with enterprise-wide goals.
• Drive communication, education, and change management efforts related to HR capabilities and programs.
• Use data to drive informed decision-making and identify root causes of organizational challenges.

• Build a strong pool of leaders and managers with the skills and behaviors critical to sustainable growth.
• Partner with business leaders to evolve and embed a culture that engages and inspires employees.
• Lead or advise on large-scale change initiatives including business transformations, restructuring, and organizational development.
• Challenge and influence leadership to elevate HR practices and drive cultural alignment.
• Support DEI initiatives and ensure inclusive practices are embedded in all talent strategies.
• Foster a high-performance, values-driven culture through strategic engagement initiatives.

• Build strong, trust-based relationships with business leaders and HR colleagues.
• Actively participate in strategic planning sessions and business reviews.
• Identify opportunities to improve HR processes and enhance the employee experience.
• Monitor key HR metrics and KPIs to assess the effectiveness of people strategies.
• Stay current on HR trends, best practices, and regulatory changes to inform strategy.
• Use data and analytics to provide insights on workforce trends, engagement, and performance.
• Monitor key HR metrics and KPIs to assess the effectiveness of people strategies.
• Partner with leaders to drive employee engagement and foster a values-driven culture.
• Align HR initiatives with business priorities to enhance organizational effectiveness.
• Serve as a liaison between business units and HR Centers of Excellence to ensure seamless delivery of HR programs.
• Lead or contribute to cross-functional projects that support strategic business goals
• Perform other tasks as assigned.

• Overnight travel out of state for key leadership meetings, job fairs, or events
• Onsite & in centers 4 days per week.

• Bachelor's degree in Human Resources, Business or related field or equivalent work experience OR equivalent healthcare HR experience

• 8 years of progressive HR experience, with at least 5 years in a strategic HRBP role.
• Demonstrated experience in workforce planning, organizational design, and leadership development.

• Professional HR certification (e.g., SPHR, SHRM-SCP) preferred.
• Strong business acumen and ability to influence senior stakeholders.

• Proficiency in HRIS systems and data analytics tools.
• Excellent communication, facilitation, and relationship-building skills.

• Even-tempered and able to balance multiple tasks in accordance with changing deadlines and priorities in a fast-paced environment.

• Master's degree in Human Resources, Business Administration, PHR or SPHR designation
• Experience in HR within the healthcare sector with 2000+ employee companies

Our mission is to create the Experience of a Lifetime for our employees, so they can, in turn, create the Experience of a Lifetime for our guests. We own and operate the most renowned destination resorts in the world as well as regional and local ski areas outside major cities, and connect them all through one unrivaled network. We are looking for ambitious leaders, innovators and creators to join our talented team. If you're ready to pursue your fullest potential, we want to get to know you!

Candidates for year-round positions are reviewed on a rolling basis. Applications will be accepted up to 90 days after the posting date, or until the position is filled (whichever is first).

The Vice President, Strategic HR Business Leader is a senior enterprise HR executive responsible for partnering with Executive Committee (EC) leaders and their senior teams to design and drive the integrated business and talent strategies that enable Vail Resorts' most critical priorities. You will lead the Integrated Business and Talent Planning process, ensuring alignment of HR capabilities to high-impact business opportunities and partnering across the new HR operating model - including agile HR Business Solutions teams, Centers of Excellence (COEs), and Global Shared Services (GSS) - to deliver transformative outcomes. This role is accountable for talent and organization strategy across multiple SG&A functions in North America led by EC leaders, delivering scalable people solutions while stewarding the Vail Resorts culture and employee experience.

Job Responsibilities:

• As part of the overall responsibility for the culture and engagement of SG&A across North America, key stakeholders for this role will include the following EC leaders:

• Chief Marketing Officer, responsible for leading the way in driving growth in advance commitment, visitation, and ancillary capture that generates Vail Resorts' revenue with senior leadership teams responsible for

• Advance Commitment and Season Pass Marketing

• Ancillary Marketing

• Destination and Resort Marketing

• Enterprise Analytics

• Omnichannel Marketing and Go-to-Market

• Digital Marketing

• Epic Brand and Creative Services

• General Counsel/Legal and Chief Public Affairs Officer, which operates as an Enterprise Risk Management function responsible for providing integrated risk intelligence that fuels growth at scale, and includes teams responsible for

• Legal

• Environmental Health & Safety

• Corporate Compliance

• Internal Audit

• Communications

• Government and Community Relations

• Environmental and Social Responsibility

• HR Senior Leadership Team, responsible for operationalizing the HR Operating Model where the integrated business and talent strategy set the HR agenda and deployment of resources across the dynamic business needs both within the annual planning cycle and as priorities emerged based on business impact. The leadership team includes:

• Strategic HR Business Leaders

• Business Solutions Team

• HR Service Delivery and Shared Services

• Integrated Talent and Organizational Capabilities

• Total Rewards

• Labor Relations

• Build and oversee long-term, data-driven, customer-centric HR strategies and programs that positively affect employee experience, talent and leadership pipeline health, organization effectiveness and the company's strategic and financial goals.

• Act as strategic talent advisor to corporate business leaders at the Executive Committee and Senior Leader levels.

• Lead ongoing deployment of Vail Resorts' HR programs, processes, and tools across corporate functions and workforces including leadership development, team and organization effectiveness, talent and succession management, performance management, and employee engagement, utilizing state of the art methodologies and delivery methods.

Consulting and change management:

• Consult with leadership regarding talent and business performance opportunities and solutions, including integrations of newly acquired businesses and large-scale transformational change programs.

• Champion and lead large-scale leadership and culture change programs to achieve business goals.

Stewarding Vail Resorts' culture:

• Champion Vail Resorts' culture and core values as deployed throughout the employee experience.

• Working with business leaders, optimize the employee value proposition to achieve high performance and build a sustainable pipeline of high potential leaders.

• Hold leaders accountable to creating environments in which diverse individuals and groups feel welcome, have equal access to opportunities and resources, and are treated fairly and respectfully.

Job Requirements:

• Bachelors degree required, MBA preferred.

• Strategic HR Leadership: 12-15 years of progressive HR leadership experience at a customer-oriented organization. Technical HR acumen with a track record of success enabling P&L and functional leaders in capacity as HR partner to senior executive leadership.

• Analytical Orientation: Proven analytical decision-making skills supporting a holistic approach to developing people and organizations. Able to assess processes and outcomes by establishing solid metrics of performance.

• Business and Financial Acumen: Commercial acumen and demonstrated ability to connect business and talent strategies. History of offering ROI-driven perspectives on the business

Leadership Attributes:

• A brave, ambitious, and passionate leader who is comfortable in his/her own skin while also demonstrating a high level of emotional intelligence and self-awareness. Strong emotional intelligence to engage and influence a wide variety of stakeholders.

• Demonstrates solid knowledge of HR disciplines by executing flawlessly on HR fundamentals and introducing HR best practices.

• Inspirational coach, leader, colleague, and culture champion within the company.

• Experienced team leader who continuously aligns team priorities, holds team members accountable to achieve their best performance, and coaches team members to grow and develop.

• A skilled communicator and relationship builder who takes a global perspective and is able to connect with all levels and areas of the organization around the world.

• Able to engender trust and respect quickly as an organizational leader who encourages autonomous leadership in her/his team and direct reports. A strong capability builder at both the organizational level as well as the individual level.

• Performance-driven and change-oriented leader who shows ingenuity and fortitude in overcoming obstacles to achieve a bigger impact in an increasingly complex business environment and competitive marketplace.

• Strong learning agility. Enjoys and excels in environments where he/she must tackle and solve new and increasingly complex strategic business challenges and issues-incorporating the newest ideas, technologies, and approaches to HR.

• Globally minded: Global citizen with strong cross-cultural awareness.

• Collaborative Relationship-builder: Able to build deep relationships with key internal and external stakeholders and work closely with and earn the respect of teams.

• Customer-focused: Passionate about the employee and guest experience and how to deliver "the experience of a lifetime" to all.

• Credible businessperson who will be perceived as a trusted consultant and functional expert to senior management. Must be an influential advisor, bold and courageous, with the ability to constructively challenge and hold others accountable.

• Global Change Expertise: Visionary and strategic thought leader with a pragmatic approach to stakeholder alignment and large-scale change.

• Diversity & Inclusion Expertise: Skillful champion and influencer of cultural shifts that create diverse, equitable, and inclusive outcomes.

• Resourceful and hands-on: Energetic, resourceful, and hands-on; able to operate effectively with minimal direction and pursues objectives and works to deliver against goals relentlessly. Able to get to the heart of issues rapidly and act decisively.

• Results-driven: Sets ambitious goals and demonstrates leadership agility to take wise and effective action amid complex and rapidly changing conditions to deliver commitments on time, every time; has a genuine passion for high quality outcomes.

The expected Total Compensation for this role is $187,800 - $241,983 + annual bonus + equity. Individual compensation decisions are based on a variety of factors.

Job Benefits

• Ski/Mountain Perks! Free passes for employees, employee discounted lift tickets for friends and family AND free ski lessons

• MORE employee discounts on lodging, food, gear, and mountain shuttles

• 401(k) Retirement Plan

• Employee Assistance Program

• Excellent training and professional development

Full Time roles are eligible for the above, plus:

• Health Insurance; Medical Insurance, Dental Insurance, and Vision Insurance plans (for eligible seasonal employees after working 500 hours)

• Free ski passes for dependents

• Critical Illness and Accident plans

Vail Resorts offers a 'Hybrid' work environment for Broomfield-based roles where employees must live within 50 miles of the Broomfield office and work on-site Tuesday, Wednesday, Thursday and have flexibility to work off-site on Mondays and Fridays.

Please note that the ability to work in person or off-site, and the particulars related to such work, are subject to change at any time; and, accordingly, the Company reserves the right to change its policies and/or require in-person/in-office work or off-site work at any time in its sole discretion.

In completing this application, and when submitting related documentation, applicants may redact information that identifies their age, date of birth, and/or dates of attendance at or graduation from an educational institution.

Vail Resorts is an equal opportunity employer. Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, sexual orientation, gender identity, disability, protected veteran status or any other status protected by applicable law.

Requisition ID 508999

Reference Date: 05/29/2025

Job Code Function: Business HR

• Partner with business leaders to understand strategic objectives and develop workforce plans that align with long-term goals.
• Lead organizational design initiatives to ensure optimal team structures, role clarity, and scalability.
• Analyze workforce data and trends to inform talent strategies and identify capability gaps, partnering with the Centers of HR Excellence, such as Talent Acquisition, Learning Development, and Compensation.
• Collaborate with Finance and Operations to align headcount planning with budget and business forecasts.
• Support change management efforts related to organizational transformation and growth.
• Facilitate strategic talent reviews and succession planning processes.

• Champion a coaching-first culture by guiding leaders through Employee Relations matters, ensuring escalation is reserved for complex or unresolved issues.
• Act as a coach and advisor to leaders on leadership effectiveness, team dynamics, and talent development.
• Provide strategic guidance on talent management, including succession planning, high-potential development, and leadership coaching.
• Collaborate with HR Centers of Excellence to design and execute talent plans and organizational development strategies.
• Partner with leadership to develop hiring and development plans that support business objectives.
• Promote HR best practices across the function and ensure alignment of HR initiatives with enterprise-wide goals.
• Drive communication, education, and change management efforts related to HR capabilities and programs.
• Use data to drive informed decision-making and identify root causes of organizational challenges.

• Build a strong pool of leaders and managers with the skills and behaviors critical to sustainable growth.
• Partner with business leaders to evolve and embed a culture that engages and inspires employees.
• Lead or advise on large-scale change initiatives including business transformations, restructuring, and organizational development.
• Challenge and influence leadership to elevate HR practices and drive cultural alignment.
• Support DEI initiatives and ensure inclusive practices are embedded in all talent strategies.
• Foster a high-performance, values-driven culture through strategic engagement initiatives.

• Build strong, trust-based relationships with business leaders and HR colleagues.
• Actively participate in strategic planning sessions and business reviews.
• Identify opportunities to improve HR processes and enhance the employee experience.
• Monitor key HR metrics and KPIs to assess the effectiveness of people strategies.
• Stay current on HR trends, best practices, and regulatory changes to inform strategy.
• Use data and analytics to provide insights on workforce trends, engagement, and performance.
• Monitor key HR metrics and KPIs to assess the effectiveness of people strategies.
• Partner with leaders to drive employee engagement and foster a values-driven culture.
• Align HR initiatives with business priorities to enhance organizational effectiveness.
• Serve as a liaison between business units and HR Centers of Excellence to ensure seamless delivery of HR programs.
• Lead or contribute to cross-functional projects that support strategic business goals
• Perform other tasks as assigned.

• Overnight travel out of state for key leadership meetings, job fairs, or events
• Onsite & in centers 4 days per week.

• Bachelor's degree in Human Resources, Business or related field or equivalent work experience OR equivalent healthcare HR experience

• 8 years of progressive HR experience, with at least 5 years in a strategic HRBP role.
• Demonstrated experience in workforce planning, organizational design, and leadership development.

• Professional HR certification (e.g., SPHR, SHRM-SCP) preferred.
• Strong business acumen and ability to influence senior stakeholders.

• Proficiency in HRIS systems and data analytics tools.
• Excellent communication, facilitation, and relationship-building skills.

• Even-tempered and able to balance multiple tasks in accordance with changing deadlines and priorities in a fast-paced environment.

• Master's degree in Human Resources, Business Administration, PHR or SPHR designation
• Experience in HR within the healthcare sector with 2000+ employee companies

• Serve as a strategic HR partner to assigned business units, understanding their goals and challenges.
• Collaborate with leaders to develop and implement HR strategies that support business growth and employee engagement.
• Manage the full employee lifecycle, including recruitment, onboarding, performance management, and offboarding.
• Provide guidance and support to employees and managers on HR-related issues, policies, and procedures.
• Facilitate talent management processes, including succession planning, performance reviews, and career development.
• Address employee relations issues, conduct investigations, and recommend appropriate resolutions.
• Partner with compensation and benefits teams to ensure competitive and equitable programs.
• Drive organizational development initiatives, change management, and team effectiveness.
• Analyze HR data and metrics to identify trends and inform decision-making.
• Ensure compliance with all federal, state, and local employment laws and regulations.
• Develop and deliver HR training programs to employees and managers.
• Contribute to the continuous improvement of HR processes and systems.

• Bachelor's degree in Human Resources, Business Administration, or a related field. Master's degree or MBA is a plus.
• Minimum of 5 years of progressive experience in Human Resources, with at least 2-3 years in an HR Business Partner role.
• Proven experience in talent management, employee relations, performance management, and organizational development.
• Strong understanding of HR principles, practices, and employment law.
• Excellent interpersonal, communication, and influencing skills.
• Demonstrated ability to build relationships and partnerships with all levels of the organization.
• Proficiency in HRIS systems and MS Office Suite.
• Strong analytical and problem-solving skills.
• Ability to manage multiple priorities in a fast-paced environment.
• PHR or SHRM-CP certification is highly desirable.

Job Type: Regular

Scheduled Hours: 40

Job Summary:

We are looking for a dynamic and strategic HR Business Partner who is passionate about making a difference in healthcare by supporting our dedicated provider teams, including physicians and advanced practice providers. This is a key role where you will directly liaise with executives, including our Chief Medical Officer (CMO), to enhance performance, engagement, and transform our organizational culture.

In this role, you will act as a trusted advisor and change agent, guiding leadership decisions and aligning our people strategies with clinical and operational objectives. You will also collaborate closely with our Associate General Counsel to uphold compliance standards and ensure integrity in provider relations. If you thrive in fast-paced environments and enjoy tackling complex challenges, this opportunity is for you!

Job Description:

Provider HR Business Partner

Location: Erlanger, KY
Reports To: Director of Human Resources

Employment Type: Full-Time Exempt
Travel: Local travel between office sites required

Benefits:

• Paid Time Off
• Medical, Dental, and Vision
• 403b with Match
• Mileage Reimbursement

Key Responsibilities:

Strategic Partnership & Executive Collaboration

• Act as a strategic HR advisor to physician and APP leadership, including partnership with the CMO.
• Translate clinical and operational goals into effective people strategies.
• Lead initiatives for change management.

Provider Relations & Performance Management

• Assist leaders in resolving complex provider relations issues, including investigations, corrective actions, and terminations.
• Work closely with legal counsel to guarantee compliance with federal and state laws.
• Monitor provider engagement and retention, using data-driven insights to enhance these areas.

Leadership Development & Culture Building

• Coach clinical leaders on essential skills such as conflict resolution and effective communication.
• Facilitate leadership development programs and support succession planning efforts.
• Promote a culture that values accountability, inclusiveness, and psychological safety.

Compliance & Risk Mitigation

• Provide expert advice on regulatory matters including ADA, FMLA, HIPAA, and FLSA.
• Collaborate with legal and internal stakeholders to ensure positive onboarding and offboarding experiences for providers.

Analytics & Insights

• Utilize HR analytics to identify trends, risks, and opportunities.
• Present actionable insights to leadership to inform and support strategic decision-making.

Qualifications:

Education:

• Bachelor's degree in Human Resources, Business Administration, Healthcare Administration, or a related field.

Experience:

• Minimum: 5 years of progressive HR experience with a focus on employee relations.
• Preferred: Experience working with clinical/provider populations.

Skills & Attributes:

• Strong executive presence with excellent communication and influencing abilities.
• Strategic mindset with business acumen and emotional intelligence.
• Familiarity with HRIS systems and data analytics tools.
• Able to navigate ambiguity and lead effectively through change.

Why Join Us?

• Visibility & Impact: Engage directly with executives and help shape the provider experience.
• Innovation & Growth: Be part of a progressive HR team that is driving transformation in healthcare.
• Purpose-Driven Work: Play a crucial role in fostering a culture where providers thrive and patients receive exceptional care.

FLSA Status: Exempt

Right Career. Right Here. If you are passionate about community care and interested in healthcare, you will take pride in the level of care we provide at St. Elizabeth. We are dedicated to taking care of patients and each other.

Job Type: Regular

Scheduled Hours: 40

Job Summary:

We are looking for a dynamic and strategic HR Business Partner who is passionate about making a difference in healthcare by supporting our dedicated provider teams, including physicians and advanced practice providers. This is a key role where you will directly liaise with executives, including our Chief Medical Officer (CMO), to enhance performance, engagement, and transform our organizational culture.

In this role, you will act as a trusted advisor and change agent, guiding leadership decisions and aligning our people strategies with clinical and operational objectives. You will also collaborate closely with our Associate General Counsel to uphold compliance standards and ensure integrity in provider relations. If you thrive in fast-paced environments and enjoy tackling complex challenges, this opportunity is for you!

Job Description:

Provider HR Business Partner

Location: Erlanger, KY
Reports To: Director of Human Resources

Employment Type: Full-Time Exempt
Travel: Local travel between office sites required

Benefits:

• Paid Time Off
• Medical, Dental, and Vision
• 403b with Match
• Mileage Reimbursement

Key Responsibilities:

Strategic Partnership & Executive Collaboration

• Act as a strategic HR advisor to physician and APP leadership, including partnership with the CMO.
• Translate clinical and operational goals into effective people strategies.
• Lead initiatives for change management.

Provider Relations & Performance Management

• Assist leaders in resolving complex provider relations issues, including investigations, corrective actions, and terminations.
• Work closely with legal counsel to guarantee compliance with federal and state laws.
• Monitor provider engagement and retention, using data-driven insights to enhance these areas.

Leadership Development & Culture Building

• Coach clinical leaders on essential skills such as conflict resolution and effective communication.
• Facilitate leadership development programs and support succession planning efforts.
• Promote a culture that values accountability, inclusiveness, and psychological safety.

Compliance & Risk Mitigation

• Provide expert advice on regulatory matters including ADA, FMLA, HIPAA, and FLSA.
• Collaborate with legal and internal stakeholders to ensure positive onboarding and offboarding experiences for providers.

Analytics & Insights

• Utilize HR analytics to identify trends, risks, and opportunities.
• Present actionable insights to leadership to inform and support strategic decision-making.

Qualifications:

Education:

• Bachelor's degree in Human Resources, Business Administration, Healthcare Administration, or a related field.

Experience:

• Minimum: 5 years of progressive HR experience with a focus on employee relations.
• Preferred: Experience working with clinical/provider populations.

Skills & Attributes:

• Strong executive presence with excellent communication and influencing abilities.
• Strategic mindset with business acumen and emotional intelligence.
• Familiarity with HRIS systems and data analytics tools.
• Able to navigate ambiguity and lead effectively through change.

Why Join Us?

• Visibility & Impact: Engage directly with executives and help shape the provider experience.
• Innovation & Growth: Be part of a progressive HR team that is driving transformation in healthcare.
• Purpose-Driven Work: Play a crucial role in fostering a culture where providers thrive and patients receive exceptional care.

FLSA Status: Exempt

Right Career. Right Here. If you are passionate about community care and interested in healthcare, you will take pride in the level of care we provide at St. Elizabeth. We are dedicated to taking care of patients and each other.