Human Resource Business Partner

Midwest Eye Consultants; Fort Wayne (IN); Hybrid; USD 54,000 - 66,000; Full time

Benefits offered by this job

Salary starting at $60,000

PTO 10 days

6.5 paid holidays + 2 floating

Medical, vision, & dental

401(k)

Remote or Hybrid work

Job summary

Bridgeview Eye Partners is hiring a Human Resources Business Partner (HRBP) to act as a trusted partner to operational leaders, shaping staffing and people strategies across a growing organization.

The role emphasizes coaching managers, ensuring policy adherence, and fostering a positive employee experience while aligning HR initiatives with business goals. The position supports a remote or hybrid work environment and offers competitive benefits.

Qualifications

• 2+ years of progressive HR experience, preferably in an HR Generalist, HR Business Partner, or similar role.
• Experience partnering directly with managers and operational leaders preferred.
• HR certification such as SHRM-CP or PHR is a plus.

Responsibilities

• Develops strong, trusted relationships with operational leaders and serves as a strategic HR resource for assigned locations and teams.
• Partners with leaders to understand business and staffing needs and develop practical people strategies that support operational goals.
• Coaches managers and leaders on employee performance, workplace expectations, communication, team dynamics, and effective leadership practices.
• Helps leaders consistently apply company policies, practices, and expectations while maintaining a positive employee experience.
• Provides guidance and support on organizational changes, team development, workforce planning, and other people-related initiatives.
• Build and strengthen the organization’s presence across our five-state footprint by developing community connections and representing the organization at key community and talent-focused events, while promoting our culture and opportunities as an employer of choice.

Education

Bachelor’s degree in human resources, Business Administration, or a related field

Job description

We Are Hiring!

Bridgeview Eye Partners is seeking a Human Resources Business Partner (HRBP) who is passionate about people, culture, and creating an exceptional employee experience. The HRBP serves as a trusted partner to operational leaders, helping them build strong teams, foster a positive and engaged workplace culture, and effectively navigate the people‑related challenges that come with leading a growing organization.

What We Offer

• Annual salary beginning at $60,000, based upon knowledge, skills, and experience.
• Up to 10 days of PTO within your first year.
• 6.5 Paid holidays + 2 Floating Holidays.
• Medical, vision, & dental benefits.
• 401(k)
• Remote or Hybrid work environment.

What You’ll Do

Business Partnership & Leadership Support

• Develops strong, trusted relationships with operational leaders and serves as a strategic HR resource for assigned locations and teams.
• Partners with leaders to understand business and staffing needs and develop practical people strategies that support operational goals.
• Coaches managers and leaders on employee performance, workplace expectations, communication, team dynamics, and effective leadership practices.
• Helps leaders consistently apply company policies, practices, and expectations while maintaining a positive employee experience.
• Provides guidance and support on organizational changes, team development, workforce planning, and other people‑related initiatives.
• Build and strengthen the organization’s presence across our five‑state footprint by developing community connections and representing the organization at key community and talent‑focused events, while promoting our culture and opportunities as an employer of choice.

Employee Experience & Company Culture

• Serves as an employee champion, ensuring the employee experience remains a meaningful focus of HR and organizational activities.
• Promotes and reinforces the organization’s culture, values, philosophy, and commitment to a positive workplace.
• Identifies opportunities to strengthen employee engagement, recognition, communication, and retention.
• Partners with leadership to identify employee concerns, workplace trends, and opportunities for improvement.
• Coordinates and supports regional employee engagement, recognition, training, and culture initiatives.
• Manages the Employee Recognition Program and partners with leaders to create meaningful opportunities to recognize employee contributions.
• Measures employee satisfaction and gathers feedback through surveys, stay interviews, exit interviews, and other feedback mechanisms.
• Uses employee feedback and workforce data to identify trends and recommend strategies to improve engagement, retention, and the overall employee experience.

Recruitment & Staffing Partnership

• Partners with operational leadership and the Recruitment team to understand staffing needs and support effective recruitment strategies.
• Provides HR partnership throughout the hiring process, including workforce planning, candidate selection, offers, and onboarding.
• Identifies staffing trends, turnover concerns, and hard‑to‑fill positions and collaborates with leadership and Recruitment to develop solutions.
• Supports the development and implementation of retention strategies designed to build and maintain strong teams.
• Provides a regional onboarding experience that effectively welcomes, engages, and connects new employees to the organization and its culture.

Employee Relations & Performance Management

• Provides guidance to leaders regarding employee relations matters, including performance concerns, attendance, workplace conduct, conflict resolution, and corrective action.
• Partners with leaders to address employee concerns promptly, fairly, and consistently.
• Coaches leaders through performance management and disciplinary processes while ensuring appropriate documentation and adherence to company expectations.
• Identifies employee relations trends and recommends proactive strategies to address recurring issues.
• Conducts or assists with investigations and recommends appropriate courses of action when employee concerns or workplace issues arise.
• Monitors attendance and performance management processes and supports timely completion of performance evaluations and related documentation.

Risk Management, Compliance & Policy

• Partners with HR leadership to support compliance with applicable federal, state, and local employment laws and regulations.
• Helps develop, implement, communicate, and maintain HR policies, procedures, and processes that support legal and regulatory compliance.
• Advises leaders regarding workplace practices and expectations to help minimize organizational risk.
• Monitors assigned locations for consistent adherence to company policies and established HR processes.
• Identifies potential areas of employee relations or compliance risk and escalates concerns appropriately.
• Maintains confidentiality and exercises sound judgment when handling sensitive employee and organizational information.

Communication, Training & Organizational Development

• Develops and coordinates proactive communication to employees regarding company culture, organizational initiatives, policies, programs, and expectations.
• Coordinates regional training and development activities for leaders and staff.
• Creates an environment for success through effective communication, collaboration, and team building.
• Assists with the development and delivery of manager training related to leadership, employee relations, performance management, company policies, and workplace expectations.
• Serves as a consistent and approachable resource for employees and leaders.

Continuous Improvement

• Evaluates HR processes and employee experiences to identify opportunities for improvement.
• Uses HR metrics and workforce trends to help identify opportunities related to staffing, turnover, engagement, attendance, and performance.
• Partners with HR and operational leadership to develop and implement solutions that improve organizational effectiveness and employee experience.
• Participates in HR projects and organizational initiatives as assigned.

What We Need

• Bachelor’s degree in human resources, Business Administration, or a related field preferred.
• 2+ years of progressive HR experience, preferably in an HR Generalist, HR Business Partner, or similar role.
• Experience partnering directly with managers and operational leaders preferred.
• Experience with employee relations, performance management, recruitment/staffing, and employment compliance preferred.
• HR certification such as SHRM-CP or PHR is a plus.

What We’re Looking For

• Relationship Builder: Establishes credibility and trust with employees, managers, and leaders at all levels.
• Business Acumen: Understands how people strategies and HR practices impact operational performance and organizational goals.
• Employee Advocacy: Demonstrates genuine commitment to creating a positive, respectful, and engaging employee experience while balancing business needs.
• Communication: Communicates clearly, professionally, and effectively with diverse audiences, both verbally and in writing.
• Coaching & Influence: Effectively coaches leaders, provides constructive feedback, and influences positive outcomes without relying solely on authority.
• Problem Solving: Approaches complex employee and business issues with sound judgment, objectivity, and practical solutions.
• Conflict Resolution: Handles difficult conversations and employee relations matters with professionalism, empathy, and discretion.
• Confidentiality & Integrity: Demonstrates exceptional judgment when handling confidential and sensitive information.
• Organization: Manages competing priorities, meets deadlines, and maintains a high level of attention to detail.
• Adaptability: Comfortable working in a fast‑paced, changing environment and adjusting priorities based on organizational needs.
• Collaboration: Works effectively across HR and operational teams to accomplish shared goals.
• Compliance Mindset: Understands the importance of consistent, compliant HR practices and proactively identifies potential areas of risk.

PHYSICAL DEMANDS AND WORK ENVIRONMENT (per ADA Guidelines)

• Physical Demands:
  • Sedentary work requiring prolonged periods of sitting at a computer workstation
  • Regular use of hands and fingers for keyboarding and other standard office equipment
  • Ability to communicate effectively through verbal and written means
  • Ability to hear and understand spoken information in‑person and via electronic means
  • Visual acuity to ensure the accuracy of work performed on screens and in documents
  • Ability to maintain focus and attention to detail for extended periods
• Work Environment: This position is based in a professional office and/or remote office setting that consists of a climate‑controlled indoor environment with standard office noise levels that utilizes computers, phones, and related technology.
• Reasonable accommodation may be provided to qualified individuals with disabilities to enable performance of essential job functions, in accordance with applicable laws.