Human Resources Business Partner (On Site)

Job Summary:

The Human Resources Business Partner serves as a trusted advisor to organizational leaders and employees, with primary responsibility for employee relations, leadership growth and development, and strategic HR projects and operations. This position partners with leaders to address workplace concerns, strengthen leadership practices, improve team effectiveness, and promote the fair and consistent application of organizational policies and practices. The role provides coaching and guidance related to performance management, workplace expectations, conflict resolution, corrective action, employee engagement, and organizational change. In addition, the position leads or supports leadership development initiatives and cross-functional HR projects that strengthen operational effectiveness, enhance the employee experience, and advance Ranken Jordan’s mission, culture, and strategic priorities.

Blood Borne Pathogen Exposure: No 

Key Responsibilities:

Employee Relations and Performance Management

• Serve as a trusted HR advisor to leaders and employees regarding workplace concerns, performance matters, policy interpretation, conflict resolution, and employee relations practices.
• Provide timely coaching and guidance to leaders related to performance expectations, feedback, documentation, corrective action, performance improvement plans, and employment decisions.
• Conduct or support prompt, thorough, and objective reviews of employee concerns and workplace issues.
• Partner with leaders to identify factors contributing to employee relations concerns and develop practical, sustainable solutions.
• Facilitate difficult conversations and help leaders address concerns directly, respectfully, and consistently.
• Mediate workplace disputes and support resolution of employee concerns in alignment with organizational values, policies, and applicable requirements.

Leadership Growth and Development

• Partner with leaders to assess development needs and identify opportunities to strengthen people-leadership capabilities.
• Provide individual coaching on communication, accountability, performance management, conflict resolution, employee engagement, and team effectiveness.
• Support the onboarding and ongoing development of new leaders and managers including leading New Leader Orientation.
• Develop, coordinate, and facilitate leadership education, tools, resources, and learning opportunities.
• Reinforce Ranken Jordan’s leadership framework, organizational values, and expectations through coaching, education, and consultation.
• Support succession planning, talent development, and professional growth initiatives in partnership with HR and organizational leaders.
• Evaluate leadership development activities and recommend improvements based on feedback, participation, and organizational needs.
• Encourage leaders to recognize employee contributions, provide meaningful feedback, and create opportunities for growth.

HR Special Projects and Operations

• Lead or support strategic HR projects and operational initiatives from planning through implementation.
• Develop project plans, identify stakeholders, establish milestones, monitor progress, and communicate updates.
• Review HR workflows and recommend opportunities to improve consistency, efficiency, accountability, and the employee experience.
• Serve as back-up for NEO new employee orientation experience.
• Lead the ADA process including employee and leader communications, follow-up, and tracking.
• Partner with the HR team to develop and maintain standard work, including documented procedures, templates, tools, workflows, and ownership expectations.
• Support the design, implementation, and continuous improvement of performance management, employee engagement, retention, onboarding, recognition, and workforce initiatives.
• Assist with implementation and optimization of HR systems, technology, and process improvements.
• Analyze relevant workforce information and employee relations trends to identify needs and inform recommendations.
• Develop communications, leader resources, job aids, and implementation materials for HR initiatives.
• Coordinate cross-functional work and ensure project decisions, responsibilities, and follow-up actions are clearly documented.

Partnership and Relationship Management

• Build trusted, service-oriented relationships with employees, leaders, and HR colleagues.
• Provide responsive, thoughtful, and practical HR guidance while balancing employee needs, organizational priorities, consistency, and risk.
• Collaborate with leaders to understand departmental needs and develop people-related solutions aligned with organizational goals.
• Work closely with HR colleagues to ensure coordinated support and consistent communication across the organization.
• Participate in leadership and operational meetings when HR partnership, employee relations guidance, leadership development, or project support is needed.
• Communicate complex or sensitive information with clarity, professionalism, compassion, and discretion.
• Serve as a visible ambassador for Ranken Jordan’s mission, core values, leadership expectations, and culture.
• Lead projects, facilitate teams, and provide functional guidance without direct supervisory authority.

Qualifications:

• Bachelor’s degree in Human Resources, Business Administration, Healthcare Administration, Organizational Development, or a related field required. Equivalent directly related experience may be considered in accordance with organizational practice.
• Minimum of five years of progressive human resources experience, including meaningful experience in employee relations, performance management, leadership coaching, or HR business partnership.
• Experience conducting or supporting workplace investigations and resolving complex employee relations matters preferred.
• Experience developing or facilitating leadership training and development programs preferred.
• Experience leading HR projects, process improvements, or organizational change initiatives preferred.
• Human resources certification, such as SHRM-CP, SHRM-SCP, PHR, or SPHR, preferred.

• Thorough knowledge of employee relations principles, performance management practices, and applicable employment laws.
• Demonstrated ability to coach leaders through complex, sensitive, or high-risk employee situations.
• Ability to gather and evaluate information objectively, identify relevant facts, assess organizational impact, and recommend appropriate action.
• Strong conflict-resolution, facilitation, consultation, and problem-solving skills.
• Ability to build credibility and trusted relationships with employees and leaders at all levels of the organization.
• Strong written, verbal, presentation, and active-listening skills.
• Ability to communicate sensitive information with professionalism, clarity, compassion, and discretion.
• Strong project-management and organizational skills, with the ability to manage multiple priorities and deadlines.
• Ability to develop clear procedures, workflows, templates, communication tools, and standard work.
• Experience designing, coordinating, or facilitating leadership education and development activities.
• Ability to analyze workforce information, recognize trends, and translate findings into practical recommendations.
• Sound judgment and discretion in handling confidential employee, organizational, and compensation information.
• Ability to navigate change, ambiguity, and competing priorities while maintaining responsiveness and follow-through.
• Proficiency with Microsoft Outlook, Word, Excel, PowerPoint, Teams, and HR information systems.
• Ability to represent Ranken Jordan’s mission, culture, and core values authentically and professionally.

PHYSICAL DEMANDS: 

Role requires occasional stooping, kneeling, crouching, reaching, grasping, pulling, pushing, standing, carrying, and lifting of light loads (up to 35 lbs).