SummaryThe Director, HR Business Partner- Medical Group supports the growth and effectiveness of the Medical Group by delivering strategic HR partnership, workforce insight, and leadership guidance in a complex healthcare environment. This role partners closely with the Chief Medical Officer and Medical Group leadership team.
We are seeking a senior HR leader with strong business acumen who can connect workforce strategy to operational and financial outcomes. You will serve as a trusted advisor to clinical and operational leaders, influencing complex workforce decisions.
This role is ideal for a leader who thrives in evolving environments, translates strategy into action, and helps build and strengthen the HR partnership model as the organization grows.
Who You Are: You are a builder-operator who is comfortable navigating complex, time-sensitive people issues while also creating the structure needed for long-term success.
You are a strategic, business-minded HR leader who:
- Brings a systems-level perspective to workforce and organizational decisions
- Operates effectively in environments that are evolving and experiencing rapid growth
- Builds credibility with leaders through sound judgment, executive presence, and consistent follow-through
- Moves seamlessly between strategic thinking and hands-on execution to create clarity and drive momentum
You are energized by work at the intersection of:
- Healthcare delivery and people strategy
- Growth, change, and organizational maturity
- Clinical leadership and enterprise HR partnership
Essential Duties & Responsibilities- Establish and scale the HRBP partnership model while directly supporting complex, high-impact workforce and business decisions
- Serve as the primary people advisor to Medical Group executives, physicians, APP leaders, and clinical operations leadership
- Lead workforce strategy and planning, including capacity models aligned to growth, billing, and provider coverage needs
- Partner with Total Rewards to help shape competitive, equitable, and sustainable compensation practices in areas without fully developed infrastructure
- Evaluate and advise on workforce decisions by surfacing tradeoffs, cost implications, and downstream impacts (e.g., turnover, staffing models, contract structures)
- Connect insights into hiring, turnover, contracts, and workforce trends to identify risks and inform business decisions
- Guide organizational design and role clarity, advising leaders on structure, leveling, reporting relationships, and role scope as the Medical Group evolves
- Provide executive-level coaching and advisory support on performance, team effectiveness, and decision-making
- Surface workforce insights and risks by identifying trends across engagement, attrition, performance, and compliance
- Influence senior leaders who may not have full visibility into workforce or financial implications, enabling more informed, data-driven decisions
- Help leaders understand and effectively leverage strategic HR partnership to drive business outcomes
- Help define partnership models and operating cadence, establishing how HR and Medical Group leadership collaborate on talent and workforce priorities
You will work closely with HR Operations and Employee Relations to bring the right support and follow-through to this work. This role is focused on guidance, prioritization, and outcomes, while staying close enough to the day-to-day to drive meaningful impact.
Who You Partner With- Medical Group executives and clinical leaders as a trusted HR thought partner
- HR Operations teams supporting onboarding, Workday execution, and service delivery
- Employee Relations on investigations, corrective action, and sensitive matters
- Legal, Compliance, and Total Rewards on complex or high-impact workforce decisions
In this role, you will help shape how strategic HR partnership comes to life within the Medical Group-supporting leaders, strengthening decision-making, and helping the organization scale in a thoughtful and effective way.
Qualifications- Bachelor's degree in Human Resources, Business, or a related field required; MBA or other relevant advanced degree preferred.
- 10+ years of progressive HR experience, including senior HR Business Partner leadership
- Experience supporting clinical, provider, or regulated healthcare populations strongly preferred
- Demonstrated success in:
- Workforce planning
- Compensation strategy
- Organizational design
- Leader coaching and advisory work
- Ability to operate with sound judgment, accountability, and executive presence
- Comfort balancing strategic thinking with hands-on problem solving
Compensation & Benefits: This role offers a base salary starting at $135,000, with total compensation that includes an annual performance-based bonus opportunity.
