Sr HR Business Partner, PMMG Operations

The Senior HR Business Partner, PMMG Operations serves as a strategic HR partner to Penn Medicine Medical Group (PMMG) leadership while leading HR initiatives that support organizational growth, operational effectiveness, and practice integrations. The position provides consultative guidance to assigned client groups on workforce planning, organizational development, employee relations, talent management, and employee engagement strategies aligned with business and health system priorities. 

In addition, the role leads HR activities related to practice integrations, acquisitions, and organizational transitions, including due diligence, project planning, communications, and coordination with cross-functional partners throughout the integration lifecycle. The position also collaborates with HR shared services to implement programs and processes, analyzes workforce data and key performance indicators to inform decision-making, and ensures compliance, data integrity, and effective HR operations that support employee engagement, retention, and organizational performance.

 Responsibilities:

• Strategic HR Partnership & Organizational Effectiveness:
  
• Serve as a strategic partner to leadership within assigned client groups, participating in business planning and recommending human capital strategies aligned with organizational goals.
• Collaborate with leaders to design effective organizational structures, workflows, and workforce plans that support operational priorities.
• Act as an internal consultant by analyzing HR-related challenges and recommending solutions that support organizational development, succession planning, and long-term workforce sustainability. 
• Provide coaching and strategic guidance to leaders on change management, leadership effectiveness, employee engagement, and fostering a positive workplace culture. 
• HR Integrations, Projects & Workforce Initiatives:
• Lead HR activities related to practice integrations, acquisitions, and organizational transitions, including due diligence, project planning, timelines, communications, and cross-functional coordination. 
• Serve as the primary HR contact for integration-related initiatives, managing HR deliverables before, during, and after go-live through both on-site and virtual engagement. 
• Provide program management for workforce initiatives that support organizational growth and long-term workforce strategy. 
• Lead or support special HR projects and system-wide initiatives in partnership with HR leadership and shared services teams. 
• Employee Relations, Culture & Engagement:
• Partner with managers to address employee relations matters including conflict resolution, performance improvement, and terminations while ensuring compliance with organizational policies and employment laws. 
• Lead or support workplace investigations involving policy violations, partnering with legal, compliance, security, and other stakeholders to determine appropriate action. 
• Assess workplace climate and employee engagement levels, providing leaders with recommendations to strengthen culture, retention, and team performance. 
• Conduct onboarding interviews with new hires during their first year to gather insights and support retention strategies. 
• HR Programs & Talent Management:
• Facilitate and support enterprise HR programs within assigned client groups, including performance management, talent reviews, benefits enrollment, employee engagement surveys, and recognition programs. 
• Partner with HR and operational leadership to develop and implement programs that support employee development, engagement, and retention. 
• Workforce Analytics & Performance Insights:
• Analyze workforce metrics and operational data, including productivity, turnover, recruiting outcomes, engagement, and patient satisfaction, to identify trends, risks, and opportunities. 
• Monitor key workforce KPIs such as first-year turnover, clinical turnover, and diversity hiring and retention metrics for physicians, APPs, and staff. 
• Develop reports and present insights to leadership in clear, actionable formats to support data-driven decision making.
• HR Operations, Compliance & Governance:
• Ensure compliance with HR policies, employment laws, and organizational guidelines while partnering with leaders to address non-compliance issues.
• Maintain and update HR policies in collaboration with corporate HR, including managing policy documentation, approvals, and distribution. 
• Maintain the integrity of HR data, including organizational structures, job codes, credentials, requisitions, and workforce records. 
• Serve as a resource for job description management, including maintenance, documentation, and approval workflows. 
• Support onboarding of new managers to HR policies, processes, and available shared services resources. 
• Collaboration with HR Shared Services:
• Partner with shared services teams (Compensation, Talent Acquisition, Benefits, etc.) to deliver integrated HR solutions that support the needs of the business. 
• Represent and connect business leaders with appropriate HR resources to ensure consistent service delivery and alignment with system-wide HR strategies. 
• Performs duties in accordance with Penn Medicine and entity values, policies, and procedures. 
• Other duties as assigned to support the unit, department, entity, and health system organization.            

Credentials:

• SHRM-CP/PHR or SHRM-SCP/SPHR (Preferred).

Education or Equivalent Experience:

• Bachelor's Degree in Human Resources or a related field (Required).
• 5+ years Progressively responsible experience in Human Resources, preferably in healthcare or a shared services business environment (Required).
• Master's Degree in Human Resources or Business Administration and experience in organizational development (Preferred).
• Preferred candidate has strong Program and Project Management experience to support growth and acquisition strategies at PMMG.

Skills & Abilities:

• ANALYTICS: Strong quantitative and analytical abilities.
• COMMUNICATION: Ability to effectively present information and respond to questions from others.
• COMMUNICATION: Ability to navigate a political landscape with internal and external stakeholders. 
• COMMUNICATION: Ability to communicate effectively with all levels of staff. 
• COMMUNICATION: Demonstrated interpersonal/verbal communication skills. 
• HUMAN RESOURCES: Demonstrated coaching, counseling, and consultation skills. 
• PROJECT/CHANGE MANAGEMENT: Ability to manage concurrent projects while meeting project deadlines. 
• Skilled in Microsoft Office (Excel, Word, PowerPoint, Teams, etc). 
• Demonstrated active listening and written communication skills.