People Experience Partner

Sky Mavis; Chicago (IL); On-site; USD 110,000 - 150,000; Full time

Job summary

GHX is seeking a People Experience Partner to own the full employee lifecycle for Technology and related functions. You will act as a trusted advisor, building cross-functional partnerships with Talent Acquisition, Finance & Payroll, Facilities & Admin, and more.

The role requires 6+ years of HR experience, strong onboarding, ER, and performance management skills, and the ability to influence at all levels. This is a strategic, hands-on position in a healthcare tech environment.

Qualifications

• 6+ years of progressive HR experience, with significant exposure as an HRBP.
• Strong expertise in onboarding, employee relations, grievance handling, and performance management.
• Proven ability to build rapport with senior stakeholders and cross‑functional teams.
• Experience coordinating with Talent Acquisition, Finance & Payroll, and Facilities & Admin.

Responsibilities

• Strategic partner to Technology leaders, guiding workforce planning and people strategy.
• Build trusted relationships with senior stakeholders across Technology.
• Identify people-related risks and opportunities, recommending solutions aligned with objectives.
• Drive change management initiatives across the Technology org.

Skills

HRBP experience

Onboarding

Employee relations

Performance management

Stakeholder management

Communication

HRIS knowledge

Education

Bachelor's degree in HR/Business administration

MBA or PGDHR preferred

Tools

Dayforce

Keka

GreytHR

Job description

Role - People Experience Partner

About the Role

GHX is looking for an experienced HR Business Partner to support our Technology, G&A and other functions as needed. In this strategic and hands‑on role, you will serve as a trusted advisor to business leaders and employees alike - driving people practices that align with organizational goals. You will own the full employee lifecycle for your client group, from onboarding through succession planning, while building strong cross‑functional partnerships with teams including Talent Acquisition, Finance & Payroll, Facilities & Admin, and more. The ideal candidate is a confident communicator, a proactive problem‑solver, and someone who naturally builds rapport with stakeholders at all levels.

Key Responsibilities

Strategic HR Business Partnering

• Act as a strategic partner to Technology leaders, providing guidance on workforce planning, organizational design, and people strategy.
• Build strong, trusted relationships with senior stakeholders and managers across the Technology function.
• Proactively identify people‑related risks and opportunities, and recommend solutions aligned with business objectives.
• Support and drive change management initiatives across the Technology org.

Onboarding & New Hire Experience

• Partner with the Talent Acquisition team to ensure a seamless transition from offer acceptance to Day 1 and beyond.
• Oversee structured onboarding programs that help new hires integrate quickly into their roles and the organization.
• Conduct regular new hire check‑ins to assess engagement and flag concerns early.
• Continuously improve the onboarding experience based on feedback and data.

Grievance & Employee Relations

• Serve as the primary point of contact for employee grievances, concerns, and conflict resolution within the Technology function.
• Conduct fair, thorough, and timely investigations into employee complaints in line with GHX policies and legal requirements.
• Advise managers on handling performance issues, PIPs, and disciplinary actions with empathy and consistency.
• Maintain confidentiality and ensure all employee matters are handled with the highest level of discretion.

Cross-Functional Coordination

• Collaborate closely with the Talent Acquisition team on hiring plans, role approvals, and candidate experience.
• Partner with Finance and Payroll to ensure accuracy in compensation processing, promotions, and employee movement transactions.
• Coordinate with Facilities & Admin for workspace readiness, relocations, and new hire logistics.
• Liaise with relevant teams to ensure smooth execution of employee lifecycle processes end to end.

Performance Management & Appraisals

• Drive the annual and mid-year appraisal cycle for the Technology function, ensuring timely and quality completion.
• Coach managers on effective goal‑setting, feedback delivery, and performance documentation.
• Identify high performers and support calibration discussions to ensure equitable outcomes.
• Partner with Total Rewards to execute compensation reviews and merit increments in line with budget.

Succession Planning & Talent Development

• Lead succession planning discussions with Technology leaders to identify critical roles and build a strong internal pipeline.
• Partner with managers to create individual development plans (IDPs) for high‑potential employees.
• Support internal mobility, career pathing, and IJP (Internal Job Posting) processes.
• Track and report on talent metrics including retention, attrition, and promotion rates.

Role Requirements

• 6+ years of progressive HR experience, with significant exposure as an HRBP. Supporting a Technology or Engineering function or experience in a Tech company highly preferred.
• Strong expertise in onboarding, employee relations, grievance handling, and performance management.
• Proven ability to build rapport and credibility with senior stakeholders and cross‑functional teams.
• Demonstrated experience coordinating with Talent Acquisition, Finance & Payroll, and Facilities & Admin teams.
• Hands‑on experience with succession planning, appraisal cycles, and talent review processes.
• Excellent interpersonal, communication, and influencing skills — comfortable working with all levels of the organization.
• High level of discretion and integrity when handling confidential employee matters.
• Strong organizational and follow‑up skills with the ability to manage multiple priorities simultaneously.
• Bachelor's degree in Human Resources, Business Administration, or a related field.
• MBA or PGDHR preferred.
• Proficiency in HRIS tools (e.g. Dayforce, Keka, GreytHR) and Microsoft Office Suite.

Preferred Experience

• Experience working in a global or matrixed organization with US and India stakeholders.
• Familiarity with labor laws and compliance requirements applicable to the Technology workforce in India.
• Must have hands‑on experience working on HRIS platforms such as Dayforce, Keka, or GreytHR — with Dayforce experience being strongly preferred.
• Proven track record in driving cultural and engagement initiatives within a tech environment.

GHX: It's the way you do business in healthcare

Global Healthcare Exchange (GHX) enables better patient care and billions in savings for the healthcare community by maximizing automation, efficiency and accuracy of business processes.

GHX is a healthcare business and data automation company, empowering healthcare organizations to enable better patient care and maximize industry savings using our world class cloud‑based supply chain technology exchange platform, solutions, analytics and services. We bring together healthcare providers and manufacturers and distributors in North America and Europe - who rely on smart, secure healthcare‑focused technology and comprehensive data to automate their business processes and make more informed decisions.

It is our passion and vision for a more operationally efficient healthcare supply chain, helping organizations reduce - not shift - the cost of doing business, paving the way to delivering patient care more effectively. Together we take more than a billion dollars out of the cost of delivering healthcare every year. GHX is privately owned, operates in the United States, Canada and Europe, and employs more than 1000 people worldwide. Our corporate headquarters is in Colorado, with additional offices in Europe.

Disclaimer

Global Healthcare Exchange, LLC and its North American subsidiaries (collectively, "GHX") provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, national origin, sex, sexual orientation, gender identity, religion, age, genetic information, disability, veteran status or any other status protected by applicable law. All qualified applicants will receive consideration for employment without regard to any status protected by applicable law. This EEO policy applies to all terms, conditions, and privileges of employment, including hiring, training and development, promotion, transfer, compensation, benefits, educational assistance, termination, layoffs, social and recreational programs, and retirement.

GHX believes that employees should be provided with a working environment which enables each employee to be productive and to work to the best of his or her ability. We do not condone or tolerate an atmosphere of intimidation or harassment based on race, color, national origin, sex, sexual orientation, gender identity, religion, age, genetic information, disability, veteran status or any other status protected by applicable law. GHX expects and requires the cooperation of all employees in maintaining a discrimination and harassment‑free atmosphere. Improper interference with the ability of GHX’s employees to perform their expected job duties is absolutely not tolerated.

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