HR Business Partner

Central Ohio Primary Care; Westerville (OH); On-site; USD 75,000 - 110,000; Full time

Job summary

Central Ohio Primary Care in Westerville, OH is seeking a full-time HR Business Partner to provide operational HR support across employee relations, policy guidance, and workforce initiatives at the central business office.

The role partners with site leadership to manage disciplinary actions, investigations, leave and ADA/WC processes, and to drive learning and development and engagement while ensuring compliance with federal, state, and local laws.

Qualifications

• Degree in Human Resources or related field required, or equivalent experience.
• 3+ years of HR experience in a generalist role.
• PHR or SHRM-CP certification preferred; healthcare HR experience is a plus.

Responsibilities

• Provide employee relations support and respond to HR questions from managers and staff.
• Prepare disciplinary actions, documentation, and recommend actions.
• Administer LOA, FMLA, ADA, and workers' compensation processes.
• Conduct exit and stay interviews and analyze turnover data.
• Collaborate with L&D to deliver manager development and onboarding.
• Travel to site locations as needed for HR activities and meetings.

Skills

Employee relations

Disciplinary actions

Communication

Confidentiality

Problem solving

Organizational skills

Interpersonal skills

Education

Bachelor's degree in HR or related field

Associate’s degree (optional)

PHR or SHRM-CP certification

Tools

HRIS

Microsoft Office

Job description

Central Ohio Primary Care is seeking a full time HR Business Partner at our central business office in Westerville, OH. The Human Resources Business Partner (HRBP) provides operational support in a variety of key functions, with primary focus on employee relations. This role interacts directly with site leadership and employees to create positive work environment for all, resolve conflict, and create employee engagement. Other functional areas that this role may support include Recruiting, Learning and Development (L&D), DE&I, and Total Rewards (as needs arise).

ESSENTIAL FUNCTIONS AND RESPONSIBILITIES

• Organizes visits/check ins with all managers and stakeholders to offer tailored HR support and appropriately addressing a variety of HR questions and issues.
• Creates and reviews disciplinary actions and provides guidance to ensure consistency, proper documentation and adherence to HR procedures and/or department guidelines and practices.
• Conducts employee disciplinary meetings, terminations, and investigations. Limits potential risk and exposure to the company by effectively addressing basic and complex employee relations matters, investigating where appropriate, and providing appropriate recommendations to managers and stakeholders.
• Establishes a proactive and consistent approach to maintaining the commitments within HR’s service level agreement.
• Drives the practice acquisition process from an HR perspective; attends internal and external meetings to ensure a smooth transition and strategize the joining practice’s HR needs.
• Provides high-level support in the administration of LOA, FMLA, ADA and WC as well as third party charges and claims.
• Conducts exit and stay interviews and disseminates information appropriately to aid with turnover strategy.
• Collaborates with Regional Managers and L&D to identify, develop and execute internal training needs, including manager development, orientation, and ongoing site/department specific training as needed.
• Builds strong working relationships and develops open lines of communication with stakeholders, specifically physicians, site managers, other CBO support departments and all employees.
• Demonstrates a high level of integrity as well as an ability to maintain confidentiality and navigate high-stakes situations with tact and sensitivity.
• Travels to individual sites for various HR related functions to include manager onboarding, employee relations, strategic meetings, etc.
• Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices.
• Other duties as assigned.

QUALIFICATIONS

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• Education, Licensures & Certifications
• Required: Associate’s or Bachelor’s degree in Human Resources or other related field from a college or university; or equivalent education and experience
• Required: 3+ years’ experience working in a human resources department, preferably in a generalist capacity, is required
• Preferred: PHR or SHRM-CP certificate
• Preferred: HR experience in the healthcare industry

• Knowledge, Skills & Abilities
• Knowledge of best practices within the HR field.
• Knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.
• Ability to work on a team and display a positive attitude.
• Ability to act with integrity, professionalism, and confidentiality.
• Ability to problem solve and think critically.
• Self-starter: takes initiative and requires minimal oversight.
• Willingness to be flexible and pivot workload as needs arise.
• Excellent organizational skills
• Ability to execute job duties with precision and superior attention to detail
• Ability to prioritize tasks appropriately.
• Strong customer-service skills.
• Excellent interpersonal, negotiation, and conflict resolution skills.
• Superb written and spoken communication skills.
• Strong computer skills, including experience working in Human Resources Information Systems (HRIS) and Microsoft programs.