HR Business Partner

IntePros; Philadelphia (Philadelphia County); On-site; USD 85,000 - 125,000; Full time

Job summary

IntePros is seeking an experienced Human Resources Business Partner to serve as a strategic partner to managers and their teams in the healthcare sector. This role supports the full employee lifecycle and collaborates with HR specialty teams to align people initiatives with business goals.

The HRBP will build strong relationships with leaders, analyze workforce trends, advise on performance, and drive programs in succession planning, training, and compliance to foster a high-performing culture.

Qualifications

• Bachelor's degree in Human Resources, related field or equivalent experience.
• 3+ years of HR experience in a business partner or similar role.
• Broad knowledge of core HR functions: ER, compensation, benefits, TA, org development.

Responsibilities

• Build relationships with leaders and provide HR guidance aligned with goals.
• Partner with leadership to identify workforce needs and trends.
• Collaborate with Compensation on salary equity and job descriptions.
• Support hiring strategies, workforce planning, and growth.
• Analyze workforce metrics to guide decisions.
• Advise on performance management and conflict resolution.

Skills

Relationship building

Stakeholder management

HR policy guidance

People analytics

Talent management

Education

Bachelor's degree in Human Resources

Job description

IntePros is partnered with an award-winning healthcare client to identify an experienced Human Resources Business Partner to serve as a strategic HR partner to managers, supervisors, and their teams. This role supports the full employee lifecycle and partners closely with HR specialty teams across Employee Relations, Compensation, Benefits, Talent Acquisition, Training, Organizational Development, and HRIS.

The HR Business Partner will develop a strong understanding of departmental goals and workforce needs, providing practical HR guidance and solutions that support both business objectives and organizational culture.

Responsibilities

• Build strong relationships with leaders and provide HR guidance aligned with departmental and organizational goals.
• Partner with leadership to identify workforce needs, employee trends, and opportunities to strengthen team performance.
• Collaborate with Compensation on salary equity, job descriptions, position grading, and other compensation-related needs.
• Partner with Benefits specialists to address employee benefit questions and concerns and provide guidance to leaders regarding FMLA processes.
• Work closely with Talent Acquisition to support hiring strategies, workforce planning, and FTE growth.
• Analyze workforce metrics and HR trends to help leaders make informed workforce decisions.
• Support employee relations matters by advising leaders on HR policies, performance management, conflict resolution, and appropriate response plans.
• Identify employee relations and performance trends and partner with appropriate HR teams on recommended actions.
• Assess organizational needs related to team building, succession planning, culture, change management, and conflict resolution.
• Collaborate with Workforce Development and HR leadership to develop and deliver training programs based on departmental needs.
• Support JCAHO and other applicable regulatory and compliance requirements.
• Participate in committees and cross-functional initiatives focused on process improvement and communication.
• Coordinate HR shared services, including Compensation and Talent Acquisition, to ensure leaders receive timely and seamless support.

Qualifications

• Bachelor's degree in Human Resources Management or a related field required.
• Minimum of 3 years of related professional Human Resources experience.
• Broad knowledge of core HR functions, including employee relations, compensation, benefits, talent acquisition, and organizational development.
• Strong interpersonal, communication, and relationship-building skills.
• Demonstrated critical thinking, decision-making, and conflict-resolution abilities.
• Strong business acumen with the ability to understand organizational priorities and translate them into effective HR solutions.
• Experience supporting managers and leaders in a complex organization; healthcare experience is a plus.