Senior Human Resources Business Partner

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.

• 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.

• 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.

• 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.

• 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.

• 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.

• Partner closely with Talent Acquisition to ensure recruiting strategies align with business needs, staffing…