HR Business Partner

Davita Inc.; Chicago (IL); Hybrid; USD 90,000 - 136,000; Full time

Job summary

A leading company in the healthcare industry is seeking an HR Business Partner who will enable managers to enhance team performance and employee engagement. The role involves HR support, strategic guidance, and collaboration with leadership to address people challenges effectively. We're looking for a proactive HR professional with experience in a fast-paced environment to join our dynamic team and drive people-first solutions.

Qualifications

• 2-5 years of progressive HR experience with a focus on HR partnering.
• Proven track record in performance management and talent development.
• Solid understanding of HR policies and employment laws.

Responsibilities

• Partner with managers to clarify goals and set performance targets.
• Serve as primary contact for HR-related matters and employee relations.
• Translate HR strategy into team-level plans aligned with goals.

Skills

Coaching

Analytical skills

Problem-solving

Relationship building

Job description

Posting Type

Hybrid

Job Overview

We're a high-performing, fast-paced, and dynamic organization where ownership and proactiveness are key. As an HR Business Partner, you will focus on enabling our front-line and senior managers to drive team performance, engagement, and growth. By building strong relationships and understanding both people and business priorities, you'll deliver day-to-day HR support and strategic guidance that empowers managers to succeed.

Job Description and Requirements

Key Responsibilities

Manager & Senior Manager Enablement

• Partner with managers to clarify goals, set aggressive performance targets, and coach on leadership best practices that drive accountability and measurable results.
• Consult on performance management-facilitating feedback and coaching conversations, calibration reviews, and tailored development plans designed to elevate team performance.
• Advise on career pathing, succession planning, and talent reviews with a focus on high-potential candidates who meet our high-performance standards.
• Equip managers to build and sustain high-performing teams-anticipating obstacles, removing roadblocks, and ensuring metrics are met.

Day-to-Day HR Partnership

• Serve as the primary contact for managers and employees on HR-related matters: performance issues, talent development, employee relations, investigations, and compensation inquiries.
• Collaborate with leaders to diagnose people challenges and recommend practical, compliant solutions.
• Conduct investigations, mediate conflicts, and resolve employee relations issues with fairness and legal compliance

Strategic HR & Process Improvement

• Translate broader HR strategy into team-level plans that support organizational objectives.
• Continuously evaluate existing HR practices and processes-identify gaps, simplify workflows, and drive projects.
• Stay current on HR trends, employment laws, and best practices-incorporate learnings to enhance programs and policies.

Talent Development & Engagement

• Support learning initiatives-drive the successful implementation of manager workshops, and leadership forums.
• Partner with Learning & Development to use available resources to targeted manager training (e.g., feedback skills, coaching techniques, change management).
• Foster a culture of continuous feedback and recognition-advise managers on engagement surveys, action planning, and retention strategies.

Cross-Functional Collaboration & Team Contribution

• Actively participate in the HRBP team-share best practices, contribute to team projects and support peer coaching.
• Collaborate with Centers of Excellence (Talent Acquisition, Total Rewards, L&D, HR Operations) to roll out new programs, ensuring seamless execution and clear communication.
• Represent HR in key business meetings-provide data-driven insights and recommend people-related solutions to drive business results.

What You Bring

Relevant Experience

• 2-5 years of progressive HR experience with a strong focus on HR partnering and manager enablement-ideally in a fast-paced, growth-oriented environment.
• Proven track record of supporting front-line and senior managers on performance management, talent development, and employee relations.

HR Expertise & Business Acumen

• Solid understanding of HR policies, employment laws, and best practices-able to pragmatically guide managers while protecting company interests.
• Experience conducting investigations, mediating conflicts, and ensuring equitable resolution of employee issues.
• Ability to translate business strategy into HR tactics that drive engagement, retention, and productivity.

Coaching & Influencing Skills

• Natural coach who builds credibility quickly-comfortable challenging leaders to think differently, offering practical tools and frameworks to improve their team's performance.
• Strong relationship builder: establishes trust with stakeholders at all levels and influences outcomes without direct authority.

Analytical & Problem-Solving Mindset

• Excellent organizational and time-management skills-able to juggle multiple priorities, meet tight deadlines, and pivot quickly as business needs evolve.
• Data-driven: competent at generating and interpreting basic HR metrics (turnover, engagement scores, performance calibration results) to guide decision-making.

Self-Starter & Change Agent

• Proactive and resourceful: you anticipate manager and employee needs, take initiative, and drive results without waiting for direction.
• Comfortable with ambiguity and continuous change-able to keep teams focused and adapt HR solutions to evolving business contexts.

If you're an energetic HR professional who excels at enabling managers and driving people-first solutions, we want to hear from you. Apply today to join our team!

Relativity is committed to competitive, fair, and equitable compensation practices.

This position is eligible for total compensation which includes a competitive base salary, an annual performance bonus, and long-term incentives.

The expected salary range for this role is between following values:

$90,000 and $136,000

The final offered salary will be based on several factors, including but not limited to the candidate's depth of experience, skill set, qualifications, and internal pay equity. Hiring at the top end of the range would not be typical, to allow for future meaningful salary growth in this position.