Senior Human Resources Business Partner

Intuitive Health; Plano (TX); On-site; USD 90,000 - 120,000; Full time

Job summary

A healthcare services organization is seeking a Senior Human Resources Business Partner to drive HR processes across multiple centers. The ideal candidate will support teams of over 1,000 employees, providing guidance on performance management, employee relations, and talent development. Responsibilities include leading engagement initiatives, conducting retention reviews, and collaborating on HR strategies with leaders. A hands-on approach and strong analytical skills are essential for success in this role.

Qualifications

• Minimum of 5 years of hands-on HR experience.
• Experience with organizations of 1,000+ employees.
• Able to coach leaders and influence outcomes.

Responsibilities

• Support HR planning and day-to-day people needs.
• Lead employee engagement surveys and analyze results.
• Own employee relations and ensure compliance with policies.

Skills

Strong employee relations

Analytical skills

Business acumen

Coaching leaders

Communication skills

Entrepreneurial mindset

Tools

MS Word

Excel

PowerPoint

Teams

Outlook

Job description

The Senior Human Resources Business Partner (Sr. HRBP) is the primary HR partner for assigned centers and business leaders. This role is hands-on and field-facing, working directly with leaders to solve people challenges, build strong teams, and improve performance.

The Sr. HRBP is a trusted advisor on recruiting strategy, onboarding, retention plans, engagement action planning, performance reviews, compensation and bonus planning, and employee relations. This person also helps leaders develop talent through coaching, 9-box reviews, and succession planning, while ensuring policies are applied consistently and issues are handled quickly, fairly, and compliantly.

The Sr. HRBP partners closely with Talent Acquisition, Implementations, and hospital partner HR/Operations teams to ensure staffing and teammate readiness during new center launches and ongoing operations.

The ideal candidate has experience supporting and scaling organizations with large employee populations (1,000+ teammates) and brings best-in-class HR practices.

Key Responsibilities

• Serve as the primary HR partner for assigned centers, partnering directly with leaders to support HR planning and day-to-day people needs.
• Coach leaders on performance expectations, teammate development, and effective leadership practices.
• Facilitate leader training sessions on HR processes and people practices, including performance management, engagement action planning, corrective action, and policy education.
• Partner with leaders to address organizational and team performance opportunities through practical HR solutions.

Employee Engagement & Retention

• Lead employee engagement survey rollout for assigned centers, analyze results, and facilitate leader action planning and follow-through.
• Conduct regular retention reviews, identify trends and root causes, and create retention action plans aligned to operational needs.
• Partner with leaders to execute initiatives that strengthen teammate experience, culture, and retention.
• Visit centers on a regular basis, working with leadership to improve engagement & retention.

Employee Relations & Workplace Investigations

• Own employee relations for assigned centers, including investigations, performance concerns, corrective action, conflict resolution, and policy interpretation.
• Ensure consistent application of policies and employment practices in compliance with federal, state, and local regulations.
• Provide guidance and support to leaders on documentation, coaching conversations, and sensitive workplace matters.

Performance Review, Compensation & Total Rewards Support

• Lead and support the annual performance review process for assigned centers, including manager coaching and process execution.
• Partner with leaders and HR leadership during annual compensation planning and merit cycles, ensuring fairness, consistency, and alignment to guidelines.
• Support annual market pricing and pay benchmarking for assigned centers, providing input and recommendations aligned to internal equity, market competitiveness, and operational needs.
• Support annual bonus planning for assigned centers/areas, including eligibility review, process execution, and guidance to leaders to ensure alignment with business outcomes and plan guidelines.
• Assist with compensation analysis, pay recommendations, and resolution of compensation-related questions for assigned centers.
• Support promotion planning, and development planning as needed.

Talent Development, 9-Box & Succession Planning

• Partner with leaders to identify key roles, high-potential teammates, and development opportunities.
• Facilitate talent review processes including 9-box assessments to evaluate performance and potential, and to drive leadership development and succession planning.
• Partner with leaders to build development plans for high-potential teammates and ensure progress on growth actions.
• Support succession planning and leadership development strategies for critical roles.
• Track progress on talent actions and provide follow-up support to ensure execution.

Hiring & New Center Implementation Support

• Partner closely with Talent Acquisition to ensure recruiting strategies align with business needs, staffing plans, and role requirements.
• Provide input on role profiles, candidate selection, and hiring decisions to ensure the right talent is recruited for the right roles at the right time.
• Partner with the Implementation Team and operational leaders to support people planning, staffing readiness, and culture integration during new center implementations.
• Collaborate with hospital partner HR and operations teams to align workforce processes, teammate expectations, and employee experience across partnership environments.
• Track key HR metrics (turnover, engagement, performance outcomes, ER themes) and provide insights and recommendations to leaders.
• Identify opportunities to improve HR processes and teammate experience, implementing solutions that are scalable, practical, and sustainable.

Qualifications

Required

• Multi-State Travel Requirement 25%-30%
• Minimum of 5 years of hands-on Human Resources experience as an HR Business Partner or similar role. (Leadership Level)
• Experience supporting and scaling high-growth or multi-site organizations with large employee groups (1,000+ employees).
• Demonstrated entrepreneurial mindset with the ability to identify opportunities, take initiative, and drive HR solutions with a business-first approach.
• Proven ability to operate with ownership, resourcefulness, and comfort in ambiguity.
• Strong employee relations experience, including investigations, performance management, and corrective action.
• Analytical skills & ability to interpret survey data and competitive compensation market trends.
• Experience supporting operational teams and leaders in a multi-site environment. Healthcare strongly preferred.
• Demonstrated ability to coach leaders and influence outcomes using sound judgment and strong communication skills.
• Strong business & financial acumen.
• Proficient in MS Word, Excel, PowerPoint, Teams, and Outlook.

Preferred

• Experience supporting or partnering with joint ventures, partnerships, or matrixed business environments.
• Experience supporting new site/center openings and operational implementations.

Core Competencies

• Hands-on execution + strategic thinking.
• Gets Stuff Done & Fast follow up.
• Partnership mindset and operational understanding
• Employee relations expertise and sound judgment
• Leader coaching and consultation
• Strong verbal communication and facilitation skills, including the ability to lead trainings, workshops, and presentations with confidence and influence.
• Employee engagement and retention planning
• Performance management, compensation, market pricing, and bonus planning support
• Strong communication and influence
• Data-driven decision making and continuous improvement