HR Business Partner

Jobgether SRL; United States; Remote; USD 110,000 - 140,000; Full time

Benefits offered by this job

Remote work within US

Full-time role

Career development

Job summary

Jobgether SRL is seeking an HR Business Partner in the United States to serve as a strategic advisor to leaders, aligning HR initiatives with business objectives in a healthcare-enabled environment.

You will guide leaders through employee relations, performance management, and organizational change while ensuring compliance and mitigating risks across a multi-site operation.

Qualifications

• Bachelor’s degree in HR, business or related field.
• 3-5 years HR experience, including HRBP/HR Generalist roles.
• Experience managing employee relations and investigations.
• Strong knowledge of employment laws (FMLA, ADA, FLSA, Title VII).
• Excellent communication, coaching, and influencing skills.
• Strong business acumen and analytical abilities.

Responsibilities

• Serve as strategic HR partner to leaders to align HR with business goals.
• Advise on organizational design and change management for teams.
• Use people analytics to identify risks and opportunities for leadership.
• Provide guidance on workplace concerns and policy adherence.
• Conduct investigations and coach on difficult conversations.
• Support performance management, calibration, and succession planning.
• Partner with Talent Acquisition on workforce planning and onboarding.
• Ensure compliance with federal, state, and local employment laws.
• Contribute to HR programs and process improvements.

Skills

Strategic HR

Employee relations

Investigations

Performance mgmt

Talent development

HR analytics

Communication

Change management

HRIS

MS Office

Education

Bachelor’s degree in HR or related field

Tools

HRIS

Microsoft Office

Job description

This position is listed on behalf of a partner company, which manages all applications and next steps. Our partner is looking for an HR Business Partner based in the United States.

The HR Business Partner will serve as a trusted strategic advisor to leaders and managers, aligning human resources initiatives with business objectives in a growing, technology-enabled healthcare environment. This role combines strategic planning with hands-on HR expertise to strengthen employee engagement, organizational effectiveness, and workforce performance. You will guide leaders through employee relations matters, talent development, performance management, and organizational change. The position also plays a key role in ensuring compliance with employment laws and minimizing people-related risks. By leveraging workforce data and sound judgment, you will help identify opportunities for improvement and support informed leadership decisions. This is an opportunity to make a meaningful impact on workplace culture while helping build high-performing teams across a multi-site organization.

Accountabilities

• Strategic HR Partnership: Collaborate with leaders and managers to understand business priorities and develop HR strategies that support organizational goals, workforce planning, and operational effectiveness.
• Organizational Development and Change: Advise on organizational design, change management, and workforce needs to help teams adapt to evolving business requirements.
• People Analytics: Use HR data, workforce metrics, and trend analysis to identify opportunities, anticipate risks, and recommend actionable solutions to leadership.
• Employee Relations: Provide guidance on workplace concerns, company policies, performance issues, and conflict resolution while promoting fair and consistent practices.
• Investigations and Performance Management: Conduct thorough, objective, and well-documented employee investigations. Coach managers on difficult conversations, corrective action, and appropriate documentation.
• Talent and Career Development: Support performance review cycles, goal setting, calibration, succession planning, employee retention, and career development initiatives.
• Recruitment and Onboarding: Partner with Talent Acquisition on workforce needs, role design, hiring priorities, and effective onboarding practices.
• Compliance and Risk Management: Help ensure compliance with federal, state, and local employment laws, including requirements related to leave, workplace accommodations, wage and hour practices, and equal employment opportunities.
• HR Programs and Process Improvement: Contribute to compensation reviews, employee engagement surveys, policy development, and organization-wide HR initiatives. Identify opportunities to improve HR processes and promote consistent practices.

Requirements

• A bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent practical experience.
• Three to five years of progressive HR experience, including at least two years in an HR Business Partner or HR Generalist role.
• Demonstrated experience managing employee relations matters, conducting investigations, and supporting performance management processes.
• Strong working knowledge of employment legislation, including FMLA, ADA, FLSA, and Title VII.
• Excellent communication, coaching, relationship-building, and influencing skills, with the ability to establish credibility with leaders at different levels.
• Strong business acumen, strategic thinking, analytical ability, and practical problem-solving skills.
• Sound judgment, integrity, and the ability to manage sensitive and confidential information with discretion.
• Proficiency with HR information systems (HRIS) and Microsoft Office applications.
• Ability to manage competing priorities, work independently, and adapt effectively in a fast-paced environment.
• Preferred qualifications: SHRM-CP, SHRM-SCP, PHR, or SPHR certification; experience in healthcare or another regulated industry; experience supporting multi-site or multi-state workforces; and familiarity with change management and organizational development.

Benefits

• Remote flexibility: Work remotely from within the United States.
• Full-time opportunity: Join a role with broad exposure to strategic HR initiatives and business leadership.
• Professional impact: Help shape workforce strategy, strengthen employee relations, and support a positive and effective workplace culture.
• Cross-functional collaboration: Work closely with leaders and HR partners on talent, performance, compliance, and organizational development.
• Career development: Gain opportunities to deepen strategic HR expertise while contributing to organization-wide programs and process improvements.

We appreciate your interest and wish you the best!