Acumed LLC
The Human Resources Business Partner (HRBP) serves as a strategic advisor to assigned business leaders, translating business priorities and workforce data into practical people strategies that support organizational performance. The HRBP provides guidance and solutions across key areas of Human Resources, including employee relations, performance management, talent management, leadership development, employee engagement, workforce planning, organizational effectiveness, and change management.
The HRBP develops a strong understanding of the assigned business areas, including their operating objectives, workforce capabilities, talent needs, performance indicators, and culture. Using workforce data, employee insights, and knowledge of HR best practices, the HRBP identifies trends, anticipates risks, and partners with leaders and HR colleagues to develop and implement solutions that strengthen organizational capability and the employee experience.
This role serves as a trusted resource and constructive thought partner to managers and employees while promoting consistent HR practices, informed decision-making, accountability, and compliance with company policies and applicable employment laws
Duties/Responsibilities
- HR Business Partnership – Partner with assigned leaders to understand business strategies, operational priorities, and workforce implications. Translate business needs into practical people strategies and provide data-informed guidance that supports organizational performance. Build trusted relationships with leaders and employees and coach managers on effective people leadership, decision-making, and accountability.
- Employee Relations & Performance Management – Advise leaders on employee relations matters, performance concerns, corrective actions, attendance, conflict resolution, and policy interpretation. Conduct or support timely, objective workplace investigations and guide leaders in determining appropriate actions, documentation, and follow-up. Identify recurring issues and trends and recommend proactive solutions that strengthen leadership effectiveness and mitigate organizational risk.
- Talent Management & Workforce Planning – Partner with leaders to assess current and future workforce needs, organizational capabilities, talent gaps, succession risks, and critical-role requirements. Support recruiting, onboarding, performance management, talent reviews, succession planning, employee development, and retention strategies. Use workforce data and business insights to inform talent decisions and develop practical action plans.
- Training & Development – Identify employee and leadership development needs using business priorities, performance trends, employee feedback, and organizational data. Develop, coordinate, facilitate, and evaluate training programs for employees and leaders. Support broader leadership development initiatives and equip managers with tools, resources, and coaching that strengthen their people-management capabilities and drive sustained behavior change.
- Employee Engagement & Culture – Support employee engagement and retention initiatives, including reviewing engagement survey results, identifying trends, facilitating employee discussions, and partnering with leaders to develop and implement meaningful action plans.
- Organizational Effectiveness and Change Management – Partner with leaders on organizational changes, restructures, process improvements, and other business initiatives. Assess workforce impacts, identify stakeholder and change-readiness considerations, and develop communication and implementation plans that support successful adoption. Collaborate with HR colleagues and cross-functional stakeholders to implement compensation, benefits, talent acquisition, and other enterprise HR programs in alignment with business needs.
- HR Analytics and Insights – Analyze workforce metrics and trends, including turnover, retention, engagement, staffing, performance, absenteeism, and other relevant indicators. Translate data into clear insights and actionable recommendations for business leaders. Monitor the impact of HR strategies and initiatives, identify opportunities for improvement, and use quantitative and qualitative information to support sound decision-making.
- Bachelor's degree in Human Resources, Business Administration, or a related field. Master's degree preferred.
- 5–8 years of progressive Human Resources experience, including experience in an HR Business Partner, HR Generalist, Employee Relations, or similar role.
- Experience supporting employee relations, performance management, talent management, training and development, employee engagement, and organizational change.
- Ability to build effective working relationships with employees, managers, and leaders at various levels of the organization.
- Strong coaching, communication, interpersonal, and conflict-resolution skills.
- Ability to provide sound HR guidance and appropriately raise concerns or alternative perspectives when needed.
- Strong judgment and ability to handle sensitive and confidential employee matters.
- Ability to analyze HR data and workforce trends and provide practical recommendations.
- Strong organizational, project management, and prioritization skills with the ability to manage multiple responsibilities.
- Strong presentation and facilitation skills with the ability to develop and deliver effective employee and leadership training.
- Excellent written and verbal communication skills. Strong attention to detail and commitment to accurate documentation.
- Proficiency with HRIS platforms and Microsoft Office applications, including Outlook, Teams, Word, Excel, and PowerPoint.
- Strong working knowledge of federal and state employment laws and HR best practices.
Following receipt of a conditional offer of employment, candidates will be required to complete additional job-related screening processes as permitted or required by applicable law.
