People Business Partner - West

National Veterinary Associates.; United States; Teletrabalho; USD 90 000 - 140 000; Tempo integral

Vantagens oferecidas por esta oferta de emprego

Medical, dental, vision insurance

401k with employer match

Paid time off

Resumo da oferta

National Veterinary Associates (NVA) seeks a Field People Business Partner to advise field and hospital leaders, align staffing with demand, and lead onboarding, coaching, and talent conversations. You will partner with operations to deploy workforce resources and drive People programs across multiple sites.

This role requires 5+ years in HR/People, experience across multi-site operations, and strong coaching and collaboration skills. Substantial regional travel is expected.

Qualificações

• 5+ years of progressive Human Resources / People experience including People Business Partner, generalist, workforce planning or team member relations responsibilities.
• Experience partnering with operational or site leaders on staffing, performance, talent, workforce, engagement, and organizational issues.
• Experience supporting talent reviews, succession planning, leader development, and change/program implementation across multiple sites or locations.
• Working knowledge of team member relations, complaint intake, Tier 1 triage, workplace resolution, documentation, and escalation practices.
• Strong coaching skills and ability to guide leaders through performance and sensitive People conversations using consistent company standards.
• Ability to manage multiple priorities across a distributed geography, build trust quickly, and translate company processes into practical site-level action.
• Healthcare, veterinary services, or similar multi-site operations experience preferred.

Responsabilidades

• Serve as the primary People Business Partner and strategic advisor to field and hospital leaders within an assigned region, building trusted relationships and translating business needs into People actions
• Own workforce deployment, staffing alignment, and capacity discussions with Operations leaders, helping align team member resources to changing business demand
• Deliver the standardized new-leader onboarding and connection model, supporting leader integration, expectations, relationships, and early capability building
• Coach leaders on performance and team member conversations using the company standard approach, reinforcing consistency, documentation, and manager accountability
• Execute talent reviews and succession planning within the company Talent & OE framework, including preparation, calibration, development actions, and follow-through
• Own workplace complaint intake, Tier 1 triage, and defined workplace resolution/remediation for the region, escalating complex, sensitive, or high-volume matters to TMR
• Support team member engagement and culture activation at the site and regional level and help leaders address recurring workforce or team effectiveness themes
• Partner with company People teams on program rollout, change adoption, communications, and implementation across assigned hospitals/sites
• Maintain accurate People and case documentation and surface regional themes, hotspots, workforce risks, or recurring issues to the Field PBP Leader and TMR as appropriate
• Regional workforce deployment and staffing actions aligned to business demand
• Consistent delivery of new-leader onboarding/connection, performance coaching, talent review, and succession processes
• Timely and well-documented workplace complaint intake, Tier 1 triage, resolution/remediation, and TMR escalation
• Engagement, culture, and company People program implementation support across assigned sites
• Regional People insights and recurring-issue observations shared with the Field PBP Leader and relevant company teams

Conhecimentos

People partner

Staffing & workforce planning

Coaching leaders

Talent reviews & succession

Workplace relations

Change management

Formação académica

Bachelor's degree in HR/Related field

Descrição da oferta de emprego

Job Summary:
The Field PBP serves as the primary People Business Partner and strategic advisor to field and hospital leaders within an assigned region. The role owns workforce deployment and staffing alignment to business demand, delivers the standardized new-leader onboarding and connection model, supports performance coaching and conversations, executes talent reviews and succession planning, and manages workplace complaint intake, Tier 1 triage, defined workplace resolution/remediation and corrective action cases . Complex or high-volume matters are escalated to Team Member Relations in accordance with company standards.

Location/Travel:

Supporting West Region with 30-50% travel

• Serve as the primary People Business Partner and strategic advisor to field and hospital leaders within an assigned region, building trusted relationships and translating business needs into People actions
• Own workforce deployment, staffing alignment, and capacity discussions with Operations leaders, helping align team member resources to changing business demand
• Deliver the standardized new-leader onboarding and connection model, supporting leader integration, expectations, relationships, and early capability building
• Coach leaders on performance and team member conversations using the company standard approach, reinforcing consistency, documentation, and manager accountability
• Execute talent reviews and succession planning within the company Talent & OE framework, including preparation, calibration, development actions, and follow-through
• Own workplace complaint intake, Tier 1 triage, and defined workplace resolution/remediation for the region, escalating complex, sensitive, or high-volume matters to TMR
• Support team member engagement and culture activation at the site and regional level and help leaders address recurring workforce or team effectiveness themes
• Partner with company People teams on program rollout, change adoption, communications, and implementation across assigned hospitals/sites
• Maintain accurate People and case documentation and surface regional themes, hotspots, workforce risks, or recurring issues to the Field PBP Leader and TMR as appropriate
• Regional workforce deployment and staffing actions aligned to business demand
• Consistent delivery of new-leader onboarding/connection, performance coaching, talent review, and succession processes
• Timely and well-documented workplace complaint intake, Tier 1 triage, resolution/remediation, and TMR escalation
• Engagement, culture, and company People program implementation support across assigned sites
• Regional People insights and recurring-issue observations shared with the Field PBP Leader and relevant company teams

• Regional workforce deployment and staffing actions aligned to business demand
• Consistent delivery of new-leader onboarding/connection, performance coaching, talent review, and succession processes
• Timely and well-documented workplace complaint intake, Tier 1 triage, resolution/remediation, and TMR escalation
• Engagement, culture, and company People program implementation support across assigned sites
• Regional People insights and recurring-issue observations shared with the Field PBP Leader and relevant company teams

Success Metrics/KPIs:

• Leader satisfaction with PBP partnership, responsiveness, and practical support
• Timely completion of workforce, talent, succession, new-leader, and People program milestones
• Appropriate and timely handling or escalation of workplace concerns with complete documentation
• Consistency of company People standards and processes across assigned sites.
• Early identification and escalation of recurring workforce, leadership, or culture themes

• Leader satisfaction with PBP partnership, responsiveness, and practical support
• Timely completion of workforce, talent, succession, new-leader, and People program milestones
• Appropriate and timely handling or escalation of workplace concerns with complete documentation
• Consistency of company People standards and processes across assigned sites.
• Early identification and escalation of recurring workforce, leadership, or culture themes

Key Internal and External Stakeholders:

Internal Stakeholders:

Field PBP Leader; Regional/Area and hospital/site leaders; Hospital / Site-Level People Support; TMR; Talent & OE; People Operations; Legal; Total Rewards; and other company People functions

External Stakeholders:

External People or employment partners supporting local matters or company programs, where applicable

Experience:

• 5 + years of progressive Human Resources / People experience, including People Business Partner, People generalist, workforce planning, or team member relations responsibilities
• Experience partnering with operational or site leaders on staffing, performance, talent, workforce, engagement, and organizational issues
• Experience supporting talent reviews, succession planning, leader development, and change/program implementation across multiple sites or locations
• Working knowledge of team member relations, complaint intake, Tier 1 triage, workplace resolution, documentation, and escalation practices
• Strong coaching skills and ability to guide leaders through performance and sensitive People conversations using consistent company standards
• Ability to manage multiple priorities across a distributed geography, build trust quickly, and translate company processes into practical site-level action
• Strong communication , judgment, analytical, organization, and follow-through skills; healthcare, veterinary services, or similar multi-site operations experience preferred

• 5 + years of progressive Human Resources / People experience, including People Business Partner, People generalist, workforce planning, or team member relations responsibilities
• Experience partnering with operational or site leaders on staffing, performance, talent, workforce, engagement, and organizational issues
• Experience supporting talent reviews, succession planning, leader development, and change/program implementation across multiple sites or locations
• Working knowledge of team member relations, complaint intake, Tier 1 triage, workplace resolution, documentation, and escalation practices
• Strong coaching skills and ability to guide leaders through performance and sensitive People conversations using consistent company standards
• Ability to manage multiple priorities across a distributed geography, build trust quickly, and translate company processes into practical site-level action
• Strong communication , judgment, analytical, organization, and follow-through skills; healthcare, veterinary services, or similar multi-site operations experience preferred

Education / Certifications / Licensing:

• Bachelor's degree in Human Resources , Business Administration, Organizational Development, or a related field; equivalent experience may be considered
• HR certification (SHRM-CP, PHR, or equivalent) preferred

Compensation:

Annual Incentive Plan:

10%

Physical Demands of the job:

• Primarily sedentary work in an office, remote, or field environment, as applicable; may require travel and use of standard computer and office equipment.

Job requirements, including essential job responsibilities, key deliverables and outcomes, and success metrics, all subject to change based on business needs.

National Veterinary Associates (NVA) is a leading North American pet health care company with nearly 1,300 locations spanning general practice veterinary hospitals, Ethos emergency and specialty hospitals, and pet resorts and equine veterinary care. With approximately 40,000 team members, we care for pets and support pet families in communities across the United States and Canada. Our purpose is to give pets and the people who love them more quality years together, and our mission is to make care more personal, easy and accessible while advancing medicine and care across every stage of life. Across NVA, we support our teams with the resources, expertise and opportunities they need to deliver exceptional care and help shape the future of veterinary and pet care.

Purpose:

Give pets and the people who love them more quality years together

Mission:

Transform the pet family experience to be personal, easy and accessible, while advancing medicine and care across every stage of life.

Values:

Care Deeply, Do What’s Right, One Team, Own It, Shape What’s Next

One NVA:

Bringing General Practice & Ethos Together

NVA is built to make care personal, easy and accessible, while advancing medicine across every stage of a pet’s life.

NVA offers a comprehensive benefits program including medical, dental, vision, a 401k with employer match, and paid time off (including sick time) for all eligible employees. The team can provide more information about compensation and benefits for your specific location during the process. For positions based in Colorado, NVA provides eligible employees with paid sick and safe leave and public health emergency leave in accordance with the requirements of Colorado's Healthy Families and Workplaces Act.

NVA is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, protected veteran or disabled status, or genetic information. Pursuant to the San Francisco Fair Chance Ordinance, Los Angeles Fair Chance Initiative for Hiring Ordinance, and any other state or local hiring regulations, we will consider for employment any qualified applicant, including those with arrest and conviction records, in a manner consistent with the applicable regulation.