Onsite HR Business Partner — Healthcare Ops & Strategy

Orlando Health, Inc.; Orlando (FL); On-site; USD 90,000 - 120,000; Full time

Job summary

Orlando Health Medical Group is seeking an experienced Human Resources Business Partner to support leaders across a dynamic healthcare environment. This fully onsite role will travel across locations, serving as a trusted advisor to operational leaders and building strong relationships.

The ideal candidate has broad HR experience with leave management, compensation, and workforce planning, and can influence without direct authority. SPHR is preferred but not required.

Qualifications

• Five years of broad HR experience, including employee relations and leave management.
• Experience advising leaders in a fast-paced, healthcare environment.
• Strong understanding of compensation, workforce planning, and talent strategy.
• Ability to analyze workforce data, identify trends, and present actionable insights.
• SPHR certification is preferred but not required.

Responsibilities

• Partner with HR and operational leadership to identify workforce challenges and propose solutions.
• Advise leaders on complex employee relations matters and guidance on policy interpretation.
• Provide broad HR support across leave management, compensation, workforce planning, and talent initiatives.
• Navigate high-volume HR issues while delivering thoughtful guidance to leadership.
• Collaborate across Talent Acquisition, Benefits, Career Development, and Engagement to align HR efforts with business goals.

Skills

HR Generalist

Employee relations

Leadership influence

Data analysis

Education

Bachelor’s degree in HR/Business/related field

Job description

Orlando Health Medical Group is seeking an experienced Human Resources Business Partner to support leaders across a dynamic healthcare environment. This fully onsite role will travel across locations, serving as a trusted advisor to operational leaders and building strong relationships.

The ideal candidate has broad HR experience with leave management, compensation, and workforce planning, and can influence without direct authority. SPHR is preferred but not required.