Human Resources Business Partner

Embedded Shishya; Orlando (FL); On-site; USD 90,000 - 120,000; Full time

Job summary

Cardiovascular Associates of America (CVAUSA) seeks a Human Business Partner – Remote to support the National Services Organization and a network of independent physician practices. You will provide practical HR guidance with a focus on employee relations, talent acquisition, and leadership support while aligning HR practices across the growing organization.

This role is ideal for an experienced HR professional who thrives balancing strategic partnerships with hands‑on execution.

Qualifications

• Bachelor’s degree in HR, business admin, healthcare admin, or related field.
• 5+ years of progressive HR experience.
• Experience supporting multiple locations or business units.
• Experience managing employee relations matters and investigations.
• Hands-on full-cycle recruiting experience.

Responsibilities

• Partner with leaders to provide guidance on employee relations, performance, and policies.
• Lead full-cycle recruiting and onboarding across clinical, administrative, and corporate roles.
• Support HR operations with scalable policies, processes, and cross‑functional collaboration.
• Coach managers on performance, development, and workplace issues while balancing risk.
• Travel up to 20% to partner practices and regional locations for on-site HR support.

Skills

Employee relations

Talent acquisition

Leadership coaching

Communication

Conflict resolution

Education

Bachelor’s degree in HR or related field

Tools

HRIS

Job description

Human Business Partner – Remote

Reports To: Senior Director of Human Resources

Cardiovascular Services of America (CVAUSA) is the largest private and independent cardiology network in the United States. Our inclusive and diverse network brings together top cardiovascular specialists and thought leaders who offer regional perspectives and a broad strategic vision for the future of patient care.

Who We are and what we do:

Headquartered in Orlando area, Cardiovascular Associates of America aims to bring the best cardiovascular physicians in one network with the common mission of saving lives, reducing costs, and improving patient care through clinical innovation. Through CVAUSA’s physician-centered practice management model, physicians drive clinical care and their practice culture, while benefiting from the business expertise and shared resources available through CVAUSA for better patient outcomes.

Position Summary

The Human Resources Manager serves as a trusted HR partner supporting the National Services Organization (NSO) and a network of independent physician practices in a multi-site healthcare environment. Reporting to the Senior Director of Human Resources, this role is responsible for providing practical HR guidance with a strong focus on employee relations, talent acquisition, and leadership support while ensuring consistent HR practices across a growing organization.

This position is ideal for an experienced HR professional who enjoys balancing strategic partnership with hands‑on execution. The HR Manager works closely with physicians, practice administrators, operational leaders, and corporate stakeholders to address employee concerns, support organizational growth, recruit top talent, and foster positive workplace cultures while respecting the unique identity of each practice.

Success in this role requires sound judgment, exceptional relationship-building skills, strong business acumen, and the ability to manage competing priorities in a fast‑paced, evolving organization.

Essential Duties and Responsibilities

Employee Relations & HR Partnership

• Serve as the primary HR partner to assigned business leaders, physicians, and practice administrators, providing practical guidance on employee relations, performance management, organizational policies, and HR best practices.
• Handle employee relations matters from initial intake through resolution, including conducting workplace investigations, documenting findings, and recommending appropriate corrective actions.
• Coach leaders through difficult conversations, performance concerns, conflict resolution, employee engagement, and policy interpretation.
• Balance employee advocacy with sound business judgment while minimizing organizational risk.
• Identify employee relations trends and recommend proactive solutions to strengthen leadership effectiveness, improve retention, and enhance workplace culture.
• Build trusted relationships with leaders across multiple locations while supporting the unique culture of each independent practice.

Talent Acquisition & Workforce Planning

• Partner with hiring managers to identify staffing needs and develop recruiting strategies for clinical, administrative, and corporate positions.
• Manage full-cycle recruitment including sourcing, screening, interviewing, offer coordination, and hiring.
• Collaborate with recruiting resources and hiring leaders to improve candidate experience and reduce time-to-fill.
• Coordinate and support onboarding to ensure new employees successfully integrate into both the organization and their individual practice culture.
• Assist leadership with workforce planning to support organizational growth, expansion, and acquisitions.

HR Operations & Organizational Support

• Provide day-to-day HR support to assigned practices and NSO leaders.
• Support organizational growth initiatives, including onboarding new practices and assisting with HR integration efforts.
• Assist in developing scalable HR policies, procedures, and best practices that support a decentralized operating model.
• Partner with Payroll, Benefits, HRIS, Compliance, and Operations to ensure a consistent and positive employee experience.
• Ensure compliance with applicable federal, state, and local employment laws, company policies, and regulatory requirements.

Leadership & Organizational Effectiveness

• Build credibility and trusted partnerships with leaders at all levels of the organization.
• Support organizational change initiatives through effective communication, coaching, and employee support.
• Use data, sound judgment, and business insight to help leaders make informed workforce decisions.
• Participate in HR initiatives that improve employee engagement, retention, leadership capability, and operational effectiveness.

Travel

• Travel up to 20% to partner practices and regional locations to provide on‑site HR support, conduct investigations, facilitate training, and strengthen relationships with practice leadership.

Qualifications

Education

• Bachelor's degree in Human Resources, Business Administration, Healthcare Administration, or a related field required.

Experience

• 5+ years of progressive Human Resources experience.
• Experience supporting multiple locations or business units preferred.
• Previous experience in healthcare, physician practice management, National Services Organizations (NSOs), or similarly complex environments is strongly preferred.
• Demonstrated experience managing employee relations matters and conducting workplace investigations.
• Hands‑on full-cycle recruiting experience required.

Preferred Certifications

• SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred.

Knowledge, Skills & Abilities

• Demonstrate strong expertise in employee relations and conflict resolution.
• Think strategically while remaining willing to execute day‑to‑day HR responsibilities.
• Build strong relationships and credibility with leaders across the organization.
• Effectively coach managers on performance management, employee development, and workplace concerns.
• Possess strong recruiting skills with the ability to identify and attract high‑quality talent.
• Thrive in a fast‑paced, growing environment where priorities evolve quickly.
• Exercise sound judgment, discretion, and professionalism when handling confidential information.
• Demonstrate exceptional communication, organization, and problem‑solving skills.
• Successfully manage multiple priorities while maintaining attention to detail.

Working Conditions

• Work is primarily performed in a professional office or remote office environment free from excessive noise and distractions.
• Work area must ensure confidentiality of employee and organizational information.
• Regular use of computers, telephones, and standard office equipment.

Physical Requirements

• Ability to sit, stand, walk, bend, and move throughout the workday.
• Frequent use of hands and fingers for keyboarding and other office tasks.
• Ability to communicate effectively through speaking, listening, and reading.
• Occasional reaching, stooping, kneeling, or crouching.
• Ability to lift, push, pull, or move up to 10 pounds on an occasional basis.

Equal Employment Opportunity

We are an Equal Opportunity Employer committed to creating an inclusive workplace where all employees are valued and respected. We celebrate diversity and are dedicated to fostering an environment that promotes equity, inclusion, and belonging.